{"id":187,"date":"2010-01-16T11:49:08","date_gmt":"2010-01-16T16:49:08","guid":{"rendered":"http:\/\/www.berjournal.com\/?p=187"},"modified":"2011-05-18T15:06:38","modified_gmt":"2011-05-18T20:06:38","slug":"a-research-to-determining-the-impact-of-360-degree-performance-evaluation-system-on-organizational-commitment","status":"publish","type":"post","link":"https:\/\/www.berjournal.com\/tr\/a-research-to-determining-the-impact-of-360-degree-performance-evaluation-system-on-organizational-commitment","title":{"rendered":"A Research to Determining the Impact of 360 Degree Performance Evaluation System on Organizational Commitment"},"content":{"rendered":"

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Article Information<\/strong><\/span><\/span><\/p>\n<\/td>\n<\/tr>\n

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Journal: <\/strong>Business and Economics Research Journal<\/span><\/span><\/span><\/p>\n

Title of Article: <\/strong>360 Derece Performans De\u011ferleme Sisteminin \u00d6rg\u00fctsel Ba\u011fl\u0131l\u0131k \u00dczerindeki Etkisinin Belirlenmesine Y\u00f6nelik Bir Ara\u015ft\u0131rma
\n<\/span><\/span>[A Research to Determining the Impact of 360 Degree Performance Evaluation System on Organizational Commitment]<\/span><\/span><\/span><\/p>\n

Author(s):<\/strong> G\u00fclten Eren G\u00fcm\u00fc\u015ftekin, Derya Ergun \u00d6zler and Fatma Y\u0131lmaz<\/span><\/span><\/p>\n

Volume:<\/strong> 1<\/span><\/span><\/p>\n

Number:<\/strong> 1<\/span><\/span><\/p>\n

Year:<\/strong> 1<\/span><\/span><\/p>\n

Page: <\/strong>1-20<\/span><\/span><\/p>\n

ISSN: <\/strong>1309-2448<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n

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Abstract (Turkish)<\/strong><\/span><\/span><\/span><\/p>\n<\/td>\n<\/tr>\n

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Bu \u00e7al\u0131\u015fman\u0131n amac\u0131, i\u015fletmelerde uygulanan 360 derece performans de\u011ferleme sisteminin i\u015fg\u00f6renlerin \u00f6rg\u00fctsel ba\u011fl\u0131l\u0131klar\u0131 \u00fczerindeki etkisinin olup olmad\u0131\u011f\u0131, varsa bu etkinin hangi y\u00f6nde oldu\u011funu belirlemeye \u00e7al\u0131\u015fmakt\u0131r. Bunun yan\u0131nda 360 derece performans de\u011ferleme sistemi i\u00e7inde kabul g\u00f6ren sekiz temel yetene\u011fin \u00f6rg\u00fctsel ba\u011fl\u0131l\u0131k ile \u00f6rg\u00fctsel ba\u011fl\u0131l\u0131k boyutlar\u0131 olan duygusal, devam ve normatif ba\u011fl\u0131l\u0131k \u00fczerindeki etkisinin ortaya konmas\u0131 da ara\u015ft\u0131rman\u0131n ama\u00e7lar\u0131 aras\u0131ndad\u0131r. Bu ama\u00e7la, 360 derece performans de\u011ferleme sistemini uygulayan d\u00f6rt farkl\u0131 i\u015fletmede anket \u00e7al\u0131\u015fmas\u0131 yap\u0131lm\u0131\u015f ve anket sonu\u00e7lar\u0131 yorumlanm\u0131\u015ft\u0131r. Ara\u015ft\u0131rma sonucunda 360 derece performans de\u011ferleme sistemini kullanan i\u015fletmelerde \u00f6rg\u00fctsel ba\u011fl\u0131l\u0131k d\u00fczeyinin daha y\u00fcksek oldu\u011fu ve bu sistemin olu\u015fmas\u0131n\u0131 sa\u011flayan sekiz temel yetenek ile \u00f6rg\u00fctsel ba\u011fl\u0131l\u0131k ve \u00f6rg\u00fctsel ba\u011fl\u0131l\u0131k t\u00fcrleri aras\u0131nda pozitif y\u00f6nde, do\u011frusal bir ili\u015fkinin var oldu\u011fu belirlenmi\u015ftir. Bu temel yeteneklerden \u00f6rg\u00fctsel ba\u011fl\u0131l\u0131\u011f\u0131 en \u00e7ok ileti\u015fim yetene\u011finin etkiledi\u011fi ve onu s\u0131ras\u0131yla liderlik, g\u00f6rev y\u00f6netimi, i\u015fg\u00f6renin geli\u015ftirilmesi, de\u011fi\u015fimlere uyabilirlik, ba\u015fkalar\u0131n\u0131n yeti\u015ftirilmesi, insan ili\u015fkileri ve \u00fcretim\/i\u015f sonu\u00e7lar\u0131n\u0131n izledi\u011fi ortaya \u00e7\u0131km\u0131\u015ft\u0131r.<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n

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Abstract (English)<\/strong><\/span><\/span><\/span><\/p>\n<\/td>\n<\/tr>\n

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This study tries to find out whether the 360 degree performance evaluation system (PES) has an influence on employees in terms of organization<\/span>al commitment. Then it attempts to determine direction of the impact on commitment. In more detail, the study focuses on the eight key competencies acknowledged by the 360 Degree PES and their respective impacts on organizational commitment dimensions namely affective, continuance and normative. To this end, four different organizations were targeted for the survey which was developed to collect attitudinal information relevant to dimensions of organizational commitment and to key competences defined by 360 degree PES. The results mainly show that the businesses which implement 360 degree PES are more likely to have high levels of organizational commitment. The findings indicate an important degree of positive correlation between key competencies and commitment dimensions. The most influential competency on commitment appears to be communication which is followed by leadership, task management, employee development, adaptability to change, training others, human relations and production\/work outputs.<\/span><\/span><\/span><\/p>\n<\/td>\n<\/tr>\n

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Keyword<\/strong><\/span>s: <\/strong><\/span>360 degree performance evaluation, Key employee competencies, Affective commitment, Continuance commitment, Normative commitment<\/span><\/span><\/span><\/p>\n<\/td>\n<\/tr>\n

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JEL Classification:<\/strong><\/span> <\/strong><\/span>M12, D23<\/span><\/span><\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

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