Les effets de l’évaluation des performances sur les sanctions dans les organisations (notice n° 965493)
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|---|---|
| fixed length control field | 03523cam a2200253 4500500 |
| 005 - DATE AND TIME OF LATEST TRANSACTION | |
| control field | 20250125072134.0 |
| 041 ## - LANGUAGE CODE | |
| Language code of text/sound track or separate title | fre |
| 042 ## - AUTHENTICATION CODE | |
| Authentication code | dc |
| 100 10 - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Yu, Seungwon |
| Relator term | author |
| 245 00 - TITLE STATEMENT | |
| Title | Les effets de l’évaluation des performances sur les sanctions dans les organisations |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. | |
| Date of publication, distribution, etc. | 2023.<br/> |
| 500 ## - GENERAL NOTE | |
| General note | 1 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | Cet article permet de mieux comprendre la relation entre la sanction et la performance dans les organisations. Nous analysons les données coréennes sur les performances et les sanctions de la manière suivante. Alors que la littérature antérieure s’est concentrée sur l’effet de la sanction sur la performance, cet article examine l’effet des écarts de performance sur la sanction. Basé sur la théorie comportementale, la théorie des points de référence stratégiques et la théorie du principal-agent, notre article met en lumière la relation négative entre les écarts de performance (cause) et la sanction (effet). L’article démontre que les personnes peu performantes sont plus souvent sanctionnées et que les personnes très performantes le sont moins (c’est-à-dire un biais de négativité). Nos résultats montrent également que les organisations privilégient les sanctions légères par rapport aux sanctions lourdes lorsqu’elles sanctionnent leurs employés en fonction de leurs performances. Remarques à l’intention des praticiensLes organisations peu performantes sont plus souvent sanctionnées et les organisations très performantes le sont moins souvent.La mesure dans laquelle les performances insuffisantes aggravent la sanction est supérieure à la mesure dans laquelle les performances positives réduisent la sanction.Les organisations privilégient les sanctions légères aux sanctions lourdes lorsqu’elles sanctionnent les salariés en fonction de leurs performances. |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc. | This article expands understanding of the relationship between punishment and performance in organisations. We analyse Korean data on performance and punishment as follows. While prior literature has focused on the effect of punishment on performance, this article examines the effect of performance gaps on punishment. Based on behavioural theory, strategic reference point theory and principal–agent theory, it sheds light on the negative relationship between performance gaps (cause) and punishment (effect). The article demonstrates that low performers are more often punished and high performers less so (i.e. a negativity bias). Our results also show that organisations prioritise light punishment over heavy punishment when disciplining employees in response to performance. Points for practitionersLow-performing organisations are more often punished and high-performing organisations less often so.The degree to which negative performance increases punishment is greater than that to which positive performance decreases punishment.Organisations prioritise light punishment over heavy punishment when disciplining employees in response to performance. |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | écart de performance |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | performance |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | organisation publique |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | biais de négativité |
| 690 ## - LOCAL SUBJECT ADDED ENTRY--TOPICAL TERM (OCLC, RLIN) | |
| Topical term or geographic name as entry element | punition |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Ji Yoo, Eun |
| Relator term | author |
| 700 10 - ADDED ENTRY--PERSONAL NAME | |
| Personal name | Kim, Suhee |
| Relator term | author |
| 786 0# - DATA SOURCE ENTRY | |
| Note | Revue Internationale des Sciences Administratives | 89 | 2 | 2023-06-09 | p. 183-200 | 0303-965X |
| 856 41 - ELECTRONIC LOCATION AND ACCESS | |
| Uniform Resource Identifier | <a href="https://shs.cairn.info/revue-internationale-des-sciences-administratives-2023-2-page-183?lang=fr&redirect-ssocas=7080">https://shs.cairn.info/revue-internationale-des-sciences-administratives-2023-2-page-183?lang=fr&redirect-ssocas=7080</a> |
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