Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/333630 
Year of Publication: 
2025
Series/Report no.: 
IZA Discussion Papers No. 18191
Publisher: 
Institute of Labor Economics (IZA), Bonn
Abstract: 
We explore the moderating role of job autonomy for the link between the use of performance appraisals and employees' job satisfaction. Results based on German linked employer-employee panel data show that performance appraisals are linked to higher job satisfaction at moderate levels of job autonomy, whereas this positive relationship weakens at both low and high levels of autonomy. Moreover, the interplay between performance appraisals and job autonomy appears sensitive to broader institutional and contextual factors, such as the existence of employee representation, perceived job security, and design of the performance appraisals. Our findings highlight the complex role of job autonomy in shaping employee responses to performance management, underscoring the need for context-aware human resource practices.
Subjects: 
job autonomy
performance appraisals
job satisfaction
German Linked Personnel Panel
JEL: 
M12
M5
J28
Document Type: 
Working Paper

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