Chapter

Subjective Evaluation of Performance and Evaluation Interview

Marc-Arthur Diaye, Nathalie Greenan and Michal W. Urdanivia

in The Analysis of Firms and Employees

Published by University of Chicago Press

Published in print December 2008 | ISBN: 9780226042879
Published online February 2013 | e-ISBN: 9780226042893 | DOI: http://dx.doi.org/10.7208/chicago/9780226042893.003.0004
Subjective Evaluation of Performance and Evaluation Interview

Show Summary Details

Preview

A main contribution of linked longitudinal employer-employee data is to provide a decomposition of wage rates into components due to individual heterogeneity and to firm heterogeneity. In France, a 2002 study showed that the person effect and firm effect account, respectively, for 70 percent and 20 percent of the variation of wages. The person-effect component is bigger in France than in the United States where it represents half of the wage variation. This indicates that the devices used by firms to attract or select workers with specific characteristics play a central role in determining the firm's wage structure. This chapter examines the individual evaluation interview, a human resource management (HRM) practice that could contribute to the two goals of selecting workers and stimulating their effort. Its empirical investigation rests on a matched employer-employee survey on organizational change and the use of information and communication technology. The chapter uses a propensity score methodology to evaluate the causal effect of individual evaluation interviews on performance, work overload, and wage setting.

Keywords: France; wages; firms; workers; organizational change; wage variation; evaluation interviews; work overload; performance

Chapter.  9100 words. 

Subjects: Econometrics and Mathematical Economics

Full text: subscription required

How to subscribe Recommend to my Librarian

Users without a subscription are not able to see the full content. Please, subscribe or login to access all content.