Performance Management in deutschen Betrieben: Leistungsorientierung lohnt sich - aber nur mit kollektiven Zielen (Performance management pays off - but only with collective goals)

Philipp Grunau, Patrick Kampkötter and Kevin Ruf
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Philipp Grunau: Institute for Employment Research (IAB), Nuremberg, Germany
Patrick Kampkötter: Eberhard Karls Universität Tübingen
Kevin Ruf: Institute for Employment Research (IAB), Nuremberg, Germany

No 202511, IAB-Kurzbericht from Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany]

Abstract: "Performance management is designed to measure employee performance and increase motivation through measures such as employee dialogues, target agreements, performance evaluations, and performance-based compensation or bonuses. Data from the Linked Personnel Panel (LPP) indicate that structured employee dialogues are the most commonly used method, while the implementation of target agreements, performance evaluations, and especially performance-based compensation has declined from 2012 to 2023, although large companies have recently seen a resurgence in the use of performance pay. Longitudinal analyses reveal that employee dialogues correlate with increased job satisfaction, engagement, and commitment to the employer, as well as a positive relationship exists between performance-based compensation systems and job satisfaction, but this is only true when collective goals and shared success are prioritized." (Author's abstract, IAB-Doku) ((en))

Keywords: Bundesrepublik Deutschland; IAB-Open-Access-Publikation; Auswirkungen; Commitment; Entwicklung; human resource management; Leistungslohn; Lohnzulage; Mitarbeitergespräch; Motivationsförderung; Personalbeurteilung; IAB-Datensatz Linked Personnel Panel; IAB-Datensatz Linked Personnel Panel; Sonderzuwendung; Mitarbeiterbindung; Zielvereinbarung; Arbeitszufriedenheit; 2012-2023 (search for similar items in EconPapers)
Pages: 8 pages
Date: 2025-06-24
New Economics Papers: this item is included in nep-ger, nep-hrm and nep-inv
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https://doi.org/10.48720/IAB.KB.2511

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Persistent link: https://EconPapers.repec.org/RePEc:iab:iabkbe:202511

DOI: 10.48720/IAB.KB.2511

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