Arbeitspapier
The Use of Performance Appraisals and Employees' Presenteeism Behavior
Presenteeism behavior, i.e. working despite illness, is a common phenomenon wordwide and can have severe consequences for employees and firms alike. In this study, we investigate the relation between the use of company performance appraisals and employees' presenteeism behavior. We use linked-employer-employee data (the German Linked Personnel Panel) and apply pooled Poisson as well as linear fixed effects estimations. We show that the use of performance appraisals is associated with significant lower annual presenteeism days in the amount of one-half to one full day. In addition, the presence of a works council strengthens the negative relationship between performance appraisals and presenteeism. The results are driven by performance appraisals that are linked to performance-related pay, in particular. Our study contributes to the understanding of context specific behavioral consequences of HRM practices such as performance appraisals.
- Sprache
-
Englisch
- Erschienen in
-
Series: IZA Discussion Papers ; No. 16883
Health Behavior
Time Allocation and Labor Supply
Labor-Management Relations; Industrial Jurisprudence
sickness
performance appraisals
performance pay
works councils
German Linked Personnel Panel
Nießen, Anna
- Letzte Aktualisierung
-
12.07.2024, 13:23 MESZ
Objekttyp
- Arbeitspapier
Beteiligte
- Grund, Christian
- Nießen, Anna
- Institute of Labor Economics (IZA)
Entstanden
- 2024
Ähnliche Objekte (12)
Works Councils and Performance Appraisals
Individual and job based determinants of performance appraisal: evidence from Germany
Age structure of the workforce and firm performance
Works Councils as Gatekeepers: Codetermination, Monitoring Practices, and Job Satisfaction
The Dispersion of Employees? Wage Increases and Firm Performance
Performance feedback and job search behavior: Empirical evidence from linked employer-employee data
The Dispersion of Employees' Wage Increases and Firm Performance
Further Training and Affective Commitment
Works councils, wages, and job satisfaction
The Role of Employees' Age for the Relation between Job Autonomy and Sickness Absence
Management Practices and Establishment Performance under Non-Union Workplace Representation
High-performance management practices and employee outcomes in Denmark
Works Councils and Performance Appraisals
Individual and job based determinants of performance appraisal: evidence from Germany
Age structure of the workforce and firm performance
Works Councils as Gatekeepers: Codetermination, Monitoring Practices, and Job Satisfaction
The Dispersion of Employees? Wage Increases and Firm Performance
Performance feedback and job search behavior: Empirical evidence from linked employer-employee data
The Dispersion of Employees' Wage Increases and Firm Performance
Further Training and Affective Commitment
Works councils, wages, and job satisfaction
The Role of Employees' Age for the Relation between Job Autonomy and Sickness Absence
Management Practices and Establishment Performance under Non-Union Workplace Representation
High-performance management practices and employee outcomes in Denmark
Works Councils and Performance Appraisals
Individual and job based determinants of performance appraisal: evidence from Germany
Age structure of the workforce and firm performance
Works Councils as Gatekeepers: Codetermination, Monitoring Practices, and Job Satisfaction
The Dispersion of Employees? Wage Increases and Firm Performance
Performance feedback and job search behavior: Empirical evidence from linked employer-employee data
The Dispersion of Employees' Wage Increases and Firm Performance
Further Training and Affective Commitment
Works councils, wages, and job satisfaction
The Role of Employees' Age for the Relation between Job Autonomy and Sickness Absence
Management Practices and Establishment Performance under Non-Union Workplace Representation