Alternative Title

An empirical study of the relationship between individual-based performance appraisal and team performance

Document Type

Journal article

Source Publication

南开管理评论 = Nankai Business Review

Publication Date






First Page


Last Page

59, 76


绩效考核, 员工发展取向, 评估对比取向, 合作与竞争, 团队绩效, Performance Appraisal, Developmental Purpose, Evaluative Purpose, Cooperatively-and Competitively-related Goals, Team Performance and Team Satisfaction



Individual-based performance appraisal is an integrative part of management system and it is effective in discouraging social-loafing and free-riding that is harmful to teams, whereas it has long been criticized for the potential negative impacts on team-work and coordination that reduce team performance. To solve this dilemma, this paper aims to provide a theoretical framework of the relationships between individual-based performance appraisal and team outcomes, as well as the mechanisms underlying these relationships based on the theory of cooperation and competition. A questionnaire survey was conducted involving 213 participants in the cities of the Pearl River Delta, Guangdong Province, China. Regression analyses show that the two purposes of individual-based performance appraisal, that is, developmental and evaluative purposes, have opposite effects on team outcomes. Results of Structural Equation Modeling further reveal that the relationships of developmental and evaluative performance appraisal with team outcomes were mediated by cooperatively-and competitively-related goals, and interpersonal interdependence. Specifically, developmental performance appraisal was positively related to cooperatively-related goals, which in turn, was positively related to interpersonal interdependence, and then team performance and team satisfaction. On the contrary, evaluative performance appraisal was positively related to competitively related goals, which in turn, impeded interpersonal interdependence and team performance and team satisfaction. The current paper extends the current literature of the holistic perspective of individual-based performance appraisal by including its indirect effects on team outcomes. The mediating effects of cooperatively-and competitively-related goals, and interpersonal interdependence shed light on the mechanisms underlying these effects. In addition, this paper provides practical implications for the effective implementation of individual-based performance appraisal in a team context.

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Publisher Statement

Copyright © 2009 Nankai University Press


Chinese (Simplified)

Recommended Citation

吳培冠、陳婷婷 (2009)。绩效管理的取向对团队绩效影响的实证研究。《南开管理评论》,12(6),51-59、76。

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