Do Performance Appraisals Decrease Employees’ Perception of Their Psychosocial Risks?

Rahma Daly () and Marc-Arthur Diaye ()
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Rahma Daly: University of Evry Val d’Essonne (EPEE)
Marc-Arthur Diaye: University Paris 1 Pantheon-Sorbonne, Sorbonne Center for Economics

No 17-04, Documents de recherche from Centre d'Études des Politiques Économiques (EPEE), Université d'Evry Val d'Essonne

Abstract: This paper uses cross-sectional linked employer-employee data col- lected from the French Working Conditions Survey, to assess the po- tential positive or negative effect of performance appraisal interviews administered by firms on employees’ reported levels of psychosocial risk. A subjective measure of the psychosocial risks is used and in- dicates a perceived level of risk. In order to obtain a more objective evaluation, we compare the employees’ perceived level of psychosocial risk and the level of risk reported by firms. The results show that the reported levels of psychosocial risk decrease when employees receive performance evaluation reviews on a regular basis; reviews whose ef- fects vary depending on the type of psychosocial risk.

Keywords: psychosocial risks; performance appraisal; aggregation methods; propensity score matching; endogenous switching regression (search for similar items in EconPapers)
JEL-codes: C43 J28 M54 (search for similar items in EconPapers)
Pages: 39 pages
Date: 2017
New Economics Papers: this item is included in nep-dcm, nep-eff and nep-hrm
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