Akal, Z. (2005), İşletmelerde Performans Ölçüm ve Denetimi: Çok Yönlü Performans Göstergeleri, 6.Baskı, Milli Prodüktivite
Merkezi Yayınları No: 473. Ankara.
Akdemir, A. (2009), İşletmeciliğin Temel Bilgileri, Ekin Yayınları, Bursa.
Antonioni, D. ; H. Park (2001), “The relationship between rater affect and three sources of 360-degree feedback ratings”,
Journal of Management, 27: 479-495.
Antonioni, D. ; D.J. Woehr (2000), “Improving the quality of multi-source rater performance”, In D.W. Bracken, C.W.
Timmreck, and A.H. Church (Eds.). Handbook of Multisource Feedback (pp. 114-129). San Francisco: Jossey-Bass.
Atwater, L.E.; C. Ostroff; F.J. Yammarino; J.W. Fleenor (1998), “Self-other agreement: Does it really matter?”, Personnel
Psychology, 51 : 577-598.
Baltacı, A. İ.; H.Burgazoğlu (2014), “Değerlendiriciler Arası Güvenilirlik ve Tatmin Bağlamında 360 Derece Performans
Değerlendirme”, Marmara Üniversitesi Öneri Dergisi, 11 (41): 57-76.
Barutçugil, İ. (2002), Performans Yönetimi, 2. Basım, Kariyer Yayıncılık, İstanbul.
Beehr, T.A.; L. Ivanitskaya; C.P. Hansen; D. Erofeev; D. Gudanowski (2001), “Evaluation of 360 degree feedback ratings:
Relationships with each other and with performance and selection predictors”, Journal of Organizational Behavior,
22: 775-788.
Bettenhausen, K.L.; D.B. Fedor (1997), “Peer and upward appraisals: A comparison of their benefits and problems”,
Group and Organizational Management, 22: 236-263.
Borman, W.C. (1974), “The rating of individuals in organizations: An alternative approach”, Organizational Behavior
and Human Performance, 12: 105-124.
Borman, W.C.; S.J. Motowidlo (1993), “Expanding the criterion domain to include elements of contextual performance”,
In N.Schmitt and W.C. Borman (Eds), Personnel Selection in Organizations (pp. 71-98), New York, Jossey-
Bass.
Borman, W.C.; L.A. White; E.D. Pulakos; S.H. Oppler (1991), “Models of supervisory job performance ratings”, Journal
of Applied Psychology, 76 (6): 863-872.
Brutus, S.; S. Petosa; E. Aucoin (2005), “Who will evaluate me? Rater selection in multi-source assessment contexts”,
International Journal of Selection and Assessment, 13 (2): 129-138.
Cardy, R.L. and G.H. Dobbins (1986), “Affect and appraisal accuracy: Liking as an integral dimension in evaluating performance”,
Journal of Applied Psychology, 71: 672-678.
Coates, D.E. (1998), “Don’t tie 360 feedback to pay”, Training, 35: 68-78.
Coleman, V.I. ; W.C. Borman (2000), “Investigating the underlying structure of the citizenship performance domain”,
Human Resource Management Review, 10 (1) : 25-44.
Decotiis, T. ; A.Petit (1978), “The performance appraisal process: A model and some testable propositions”, Academy
of Management Review, 3: 635-646.
DeNisi, A.S.; T.P. Cafferty; B.M. Meglino (1984), “A cognitive view of the performance appraisal process: a model and
research propositions”, Organizational Behavior and Human Performance, 33 (3): 360-396.
DeNisi, A.S. ; K.J. Williams (1988), “Cognitive approaches to performance appraisal”, Research in Personnel and Human
Resources Management, 6: 109-155.
Feldman, J.M. (1981), “Beyond attribution theory: cognitive process in performance appraisal”, Journal of Applied Psychology,
66: 863-872.
Ferris, G.R.; T.A. Judge; K.M. Rowland; D.E. Fitzgibbons (1994), “Subordinate influence and the performance evaluation
process: Test of a model”, Organizational Behavior and Human Decision Process, 58: 101-135.
Fletcher, C.; C.Baldry (1999), “Multi-source feedback systems: A research perspective”, International Review of
Industrial and Organizational Psychology, 14: 149-193.
Goodman, S.A. ; D.J. Svyantek (1999), “Person-organization fit and contextual performance: Do shared values matter”,
Journal of Vocational Behavior, 55: 254-275.
Landy, F.J.; J.L. Farr (1980), “Performance ratings”, Psychological Bulletin, 87: 72-107.
London, M.; R.W. Beatty (1993), “360-degree feedback as a competitive advantage”, Human Resource Management,
32: 353-372.
Aralık 2017, C. 12, S. 3
63
Moorman, R.H.; D.L. Wells (2003), “Can electronic performance monitoring be fair? Exploring relationship among monitoring
characteristics, perceived fairness, and job performance”, Journal of Leadership and Organizational Studies,
20 (2): 2-16.
Moser, K.; H. Schuler; U.Funke (1999), “The moderating effect of raters’ opportunities to observe ratees’ job performance
on the validity of an assessment centre”, International Journal of Selection and Assessment, 7 (3): 133-141.
Motowidlo, S.J.; W.C. Borman; M.J. Schmit (1997), “A theory of individual differences in task and contextual performance”,
Human Performance, 10 (2): 71-83.
Murphy, K.R.; J.N. Cleveland (1991), Performance appraisal: An organizational perspective. Englewood Cliffs, NJ: Prentice
Hall.
Murphy, K.R. ; J.N. Cleveland (1995), Understanding performance appraisal: Social organizational, and goal-based perspectives.
Sage: Thousand Oaks, CA.
Robbins, T.L.; A.S. DeNisi (1994), “A closer look at interpersonal affect as a distinct influence on cognitive processing in
performance evaluations”, Journal of Applied Psychology, 79: 341-353.
Robbins, T.L.; A.S. DeNisi (1998), “Mood vs. interpersonal affect: Identifying process and rating distortions in performance
appraisal”, Journal of Business and Psychology, 12 (3): 313-325.
Sabuncuoğlu, Z. (2000), İnsan Kaynakları Yönetimi, Ezgi Kitabevi, Bursa.
Schmitt, N. ; I. Robertson (1990), “Personnel selection”, Annual Review of Psychology, 41: 289-319.
Sundvik, L.; M. Lindeman (1998); “Performance rating accuracy: Convergence between supervisor assessment and sales
productivity”, International Journal of Selection and Assessment, 6 (1): 9-15.
Tornow, W.W. (1993), “Editor’s note: Introduction to special issue on 360-degree feedback”, Human Resource Management,
32: 211-220.
Tsui, A.S.; B.Barry (1986), “Interpersonal affect and rating errors”, Academy of Management Journal, 29 (3): 586-599.
Uygur, A.; S. Sümerli Sarıgül (2015), “360 Derece Performans Değerleme ve Geri Bildirim Sistemi”, Selçuk Üniversitesi
Sosyal Bilimler Enstitüsü Dergisi, 33: 189-201.
Van Scotter, J.R. (2000), “Relationships of task performance and contextual performance with turnover, job satisfaction,
and affective commitment”, Human Resource Management Review, 10 (1): 79-95.
Waldman, D.A.; L.E. Atwater; D. Antonioni (1998), “Has 360-degree feedback gone amok?” Academy of management
Executive, 12: 86-94.
Varma, A.; S.Pichler; E.S. Srinivas (2005), “The role of interpersonal affect in performance appraisal : Evidence from two
samples – the US and India”, International Journal of Human Resource Management, 16(11): 2029-2044.
Werner, J.M. (2000), “Implications of OCB and contextual performance for human resource management”, Human
Resource Management Review, 10 (1): 3-24.
Witt, L.A.; K.M.Kacmar; D.S. Carlson; S. Zivnuska (2002), “Interactive effects of personality and organizational politics
on contextual performance”, Journal of Organizational Behavior, 23: 911-926.
Yun, G.J., L.M.Donahue; N.M. Dudley; L.A. McFarland (2005), “Rater personality, rating format, and social context: Implications
for performance appraisal ratings”, International Journal of Selection and Assessment, 13 (2): 97-107.
Zajonc, R.B. (1980), “Feeling and thinking: Preferences need to inferences”, American Psychologist, 35: 151-175.
Thank you for copying data from http://www.arastirmax.com
