perceived stress and performance appraisal

Perceived Stress andPerformance AppraisaiDiscomfort: theModerating Effects ofCore Seif-Evaiuationsand GenderBy Gbolahan Gbadamosi PhD and Catharine Ross PhD

The study examines the relationships between perceived stress andperformance appraisai discomfort with core self-evaluations andgender as moderating variables. It aiso asks the question to whatextent do these variables predict perceived stress. The study is across-sectionai survey that used structured questionnaires to obtaindata from a sample of 300 managers in Gaborone, Botswana. Usabiedata was obtained from 167 managers. A negative and insignificantassociation was found between performance appraisal discomfort andperceived stress. Neither core self-evaluations nor gender significantlymoderated the relationship between performance appraisal discomfortand perceived stress. Women earned less income and their perceivedstress was significantly higher than men's. Aiso gender, core seif-evaluations and then performance appraisai discomfort (in that order ofstrength) were significant predictors of perceived stress accounting for12 percent of its variance. The findings also suggest that HRpractitioners need to consider individuai characteristics more thanorganizational policy in effective implementation of performanceappraisais and stress reduction strategies and as a consequenceworker-reiated interventions may be particularly pertinent. Finally, itpresents data for a relativeiy under-explored area of behaviorairesearch focusing on appraisers' (as opposed to appraisee) discomfortand core self-evaluations as a moderator variable of perceived stress.

Key words: Botswana, core self-evaluations, gender, perceived stress,performance appraisal discomfort

Public Personnel Management Volume 41 No. 4 Winter 2012 637

IntroductionThe literature on organizationally induced work stress has been well detailed.^Stress has been shown to affect employees psychologically,^ physiologically,^and behaviourally"* All of these have been associated with lower job perform-ance, with invariably negative outcome and implications for an organization.^

While the importance, problems and benefits of performanceappraisal/evaluation in organizations have never been lost on both practition-ers and researchers of HRM, the appraisal process itself may leave not only theappraisee^ but also the appraiser' unhappy Indeed, it has been suggested thatappraisal may be a cause of stress for the appraiser.^ This paper therefore ex-amines the relationship between performance appraisal discomfort (PAD) andperceived stress. Both the appraiser's perceived stress and discomfort withperformance appraisal are likely to be related to his/her psychological traits. Wetherefore also examine the moderating effect of core self-evaluations (CSE)—à basic, fundamental appraisal of one's worthiness, effectiveness, and capabilityas a person,^ which encompasses self-esteem, generalized self-efficacy, neu-roticism and locus of control—on the performance appraisal discomfort andperceived stress relationship.

We do not pretend to be able to determine the causal order of the rela-tionship since a cross-sectional study can never truly establish a causal patternand there is always the risk that making such inference will always be wrong. °Since we were unable to identify studies that have investigated these threekey psychological concepts simultaneously, we hope this study will commencethe process of filling this gap and providing a better understanding of these im-portant linkages. Moreover, HRM and organizational behavior research onthese issues have mainly been conducted in the West and East Asia. There is adearth of research on these topics in Africa. Compared with the West, Africa'slevel of infrastructure is much poorer, poverty much higher and family sizesoften larger. Finally, therefore, this paper seeks to contribute to redressing thelack of empirical research into stress and performance appraisal discomfort inAfrica.

Perceived StressResearchers on work stress appear to agree that job stress is a serious problemin many organizations globally "The experience of workplace stress has beensubject to a large amount of research and interest in the topic shows no signof waning.'^ Stress has become an issue of contemporary importance with themedia mentioning it almost daily and relating stories of stress-related illnesses,family break-up and at its most extreme, work-related suicide.^^ Concern over

638 Pubiic Personnei Management Volume 41 No. 4 Winter 2012

the mounting research evidence linking work stress to negative individual andorganizational outcomes has prompted an interest in identifying and devel-oping strategies to prevent, control and manage stress and its consequences.'"^These strategies may take a wide variety of forms. In particular, distinctionshave been drawn between "work-directed" and "worker-directed" interven-tions,'^ with some studies suggesting that the latter, individual-focusedinterventions are both more common and less effective than those whichadopt more work-related, preventative interventions.'^^

One work practice which may lead to stress is the annual performancereview. This may result in stress of some form because both the appraisee andappraiser are confronted with opportunities, constraints and demands. Forthe appraisee a good performance review may lead to promotion, greater re-sponsibilities and higher salaries, while a poor review may prevent theindividual from being promoted and may result in job loss when extremelypoor.'^ The possible stress that may be associated with performance review (anHRM organizational policy issue) is however not limited to the appraisee,which is the more widely acknowledged. There is a strong possibility that theappraiser may also be exposed to potential stress as a result of the reviewprocesss.'**.

This study employs the Perceived Stress Scale (PSS), which is a measureof the degree to which situations in one's life are appraised as stressful.''-* Itemswere designed to tap how unpredictable, uncontrollable and overloaded re-spondents find their lives. " The PSS was argued as providing a conceptuallyclearer and better measure of appraised stress than most other measures.^'

Performance Appraisal DiscomfortMuch as performance appraisal may seem a rather simple and straightforwardactivity—depending on the participation status of the person making thejudgement—experiences in organizations with the process, the format, theappraiser, and the employee being appraised does not authenticate this view.Indeed, Bernardin^^ noted that it is one of, if not the, most problematic areain human resource management. The issues that arise from the appraisers'problems are closely related to the problems of performance appraisalprocess. The appraiser's criticisms develop because the appraiser has a highlevel of stress put on him or her to serve in this role and represent the organ-ization.^^ Other performance appraisal problems are well detailed in theliterature.^'' Significant however with respect to the appraiser is the fact that ap-praisers may feel they are placed in conflicting roles by having to be a coachand a judge of subordinate performance.^^


Villanova, Bernardin, Dahmus and Sims ^ reported some of PAD conse-quences to include giving more lenient subordinate ratings and being lesslikely to distinguish among subordinates. Presumably, by giving uniformly highappraisals, the appraisers can avoid the potential consequences of assigninghigh ratings to some subordinates and low ratings to others.^'' It is also possi-ble that performance appraisers may for the same reasons, and perhaps others,want to avoid potentially aversive situations while enhancing interpersonal re-lationships by inflating scores of their subordinates especially in situations thatwould require a face-to-face feedback to the subordinate evaluated.^^

In sum, giving performance feedback to subordinates, especially if thesubordinates have performed poorly is by no means a palatable activity andthus many supervisors will avoid doing it if they have a choice.^' The impactof such feedback is thus not restricted to the subordinates and the relationshipbetween the duo, it could also be a source of psychological pressure on someappraisers. This raises the following questions: (a) to what extent is such pres-sure related to the perceived stress of the performance appraiser? and (b) aresome appraisers more likely to feel such discomfort than others?

Core Self-EvaluationsJudge, Locke and Durham'" introduced the core self-evaluations concept inan effort to provide a useful predictor of job satisfaction and other applied cri-teria. Core self-evaluations (CSE) is a broad, latent, higher-order trait indicatedby four well-established traits in the personality literature: self-esteem, gener-alized self-efficacy, neuroticism, and locus of control. The commonality of thesetraits is that CSE is a basic, fundamental appraisal of one's worthiness, effec-tiveness, and capability as a person.^' The importance of these four CSE traitshas been well referenced in the literature.'^ In several studies'' the four coretraits have not only been shown to load on a single factor, they also share con-ceptual similarity'^ all buttressing the argument that they are all indicators ofa common core.'^

Subjective appraisals are influenced by "the deepest (e.g., metaphysical)assumptions people hold about themselves, other people, and the world(p.18)."'^ According to Best, Stapleton and Downey'^ these fundamental be-liefs, or core self-evaluations, influence personal appraisals of external eventsand are particularly suited for occupational stress research. Best, et al.'^ sug-gested a mediated relationship linking core self-evaluations with job burnout(which they defined as a job-specific type of stress) through perceived organi-zational constraints. They tested the notion that how individuals fundamentallysee themselves is presumed to influence the way in which they interpret and

640 Public Personnei Management Volume 41 No. 4 Winter 2012

react to organizational constraints in determination of affective responses,such as stress. They found that core self-evaluations and perceived organiza-tional constraints influence job burnout and satisfaction, suggesting personaland contextual contributions.

In several studies, core self-evaluations has been linked with jobsatisfaction and job characteristics, '-* job performance,"*" motivation andperformance,'" and stress."*^ However, in many of these studies core self-eval-uations has been measured indirectly; and Judge, et al.''' noted that this is aserious limitation. In the present study the concept was measured directlyusing the 12-item core self-evaluations scale (CSES).'*'*

There have been relatively few studies on the role of personality in per-formance appraisal, but there is good reason to believe that specific aspects ofthe appraiser's personality will influence the rating he or she gives.'' Specifi-cally it is expected that CSE (a personality trait) will moderate the relationshipbetween PAD and perceived stress. Individuals with high CSE scores are ex-pected to experience a different association between PAD and perceived stressfrom those with low CSE scores.

About Botswana and the Gender InfiuenceThis study is based upon research of appraisers in Botswana—a landlockedcountry in Southern Africa equal in area to the size of France. Botswana isamong those Southern African countries considered politically stable and apotential economic success. It enjoys sound economic growth, and minerals(mainly diamonds) are its main source of revenue. Botswana total populationis 1.858 million, adult literacy is 81 percent and GNI per capita US$5,900.'' 'Some of Botswana's indicators for females are generally more positive thanthose of males in many respects. For example, recent UNICEF data'' indicateda life expectancy of 49 years for the country but females as a percent of males(101); adult literacy rate: females as a per cent of males (103); enrolment andattendance in secondary school ratios: females as a percent of males, enrolled(109); attending (122). The enrolment figures for males however far outnum-ber those of females in higher levels of education, including vocational trainingschools.'**' About 47 percent of all households are headed by females.'*'

Academic research and debate in recent years in developing countrieshave focused on the examination of the characteristics of poverty and lifechances, specifically focusing on the gender of the head of the household.^"Female-headed households, which represent about 61 percent of Botswana'spopulation, have been shown to be poorer than other types of households.^'Female-headed households have unique physical, emotional, and economic

Pubiic Personnel Management Volume 41 No. 4 Winter 2012 641

Stresses, particularly in sub-Saharan Africa where rich and poor families are

still the unit of socio-economic survival of its members.^^ Previous studies note

a positive relationship between female-headed households and poverty in

urban and rural areas of Botswana.^' Eemale-headed households have a higher

incidence of severe and increasing poverty than do male-headed households.^^

In addition, Perrett^s indicate that poverty among female-headed household

tend to be higher in urban areas than in rural areas. In a study analysing the

socioeconomic characteristics of households and econometrically determining

the relationship between income poverty and socioeconomic variables in

Botswana, Mmolawa and Kapunda'^ found that households having female

heads are more in poverty and have other characteristics that aggravate

poverty—less education, large households and more dependents—are more

vulnerable to unemployment and have fewer assets. In this study, we therefore

anticipate likely gender differences in our data with females possibly reporting

higher levels of stress. In recent times, gender issues have been a popular sub-

ject of study in Botswana, like most Southern African countries. However,

investigating a relatively highly educated and highly paid group as the present

study undertakes is unusual, but a useful contribution with the growing num-

ber and visibility of women in top and middle level positions in the country.

The primary objectives of this study are to: (1) investigate the specific

relationship between PAD and perceived stress; (2) establish the moderating

effects of CSE in the association between PAD and perceived stress; (3) exam-

ine gender differences in perceived stress especially the moderating effect of

gender in the relationship between PAD and perceived stress: do women ex-

perience a stronger or weaker association between PAD and perceived stress

than men?; and (4) examine the extent to which performance appraisal dis-

comfort, core self-evaluations and gender predict the appraisers' perceived

stress. Jose57 noted that moderating variables in contrast to mediating ones

are expected to be relatively stable variable like a demographic variable (e.g.

gender) or a personality trait (e.g. core self-evaluations). Finally, understand-

ing these relationships will extend existing knowledge about possible

predictors of perceived stress and provide a better understanding of if and

how gender and individuals' core self-evaluations moderate the relationship

between PAD and perceived stress. This will serve as a useful guide for cur-

rent thinking about how to intervene to mitigate the incidence of stress in the

workplace. The specific hypotheses emerging from the foregoing discourse

are enumerated below.

642 Public Personnel Management Volume 41 No. 4 Winter 2012

Research HypothesesHl : Performance appraisal discomfort (PAD) will be positively relatedwith perceived stress

H2: Females will report higher perceived stress than males

H3: Core self-evaluations (CSE) will moderate the relationship betweenPAD and perceived stress

H 4 : Gender will moderate the relationship between PAD and perceivedstress

H5: PAD, CSE and gender will collectively predict perceived stress.

The i\/lethodThe study is a cross-sectional design and data was collected from a sample ofmanagers across several industries in Botswana.

Participants and ProcedureData was sought from a sample of 300 public and private sector employees inGaborone, Botswana's capital city. To encourage a wider level of participation,private and public sector organizations were invited to the survey. In all 18 self-selecting organizations volunteered participation across both sectors. Priordata collection in Botswana^^ has shown this to be a most effective way to ob-tain the active cooperation and participation in survey researches, since thevolunteering organizations cooperates with researchers in eventual data col-lection. All participating organizations were visited and the human resourcesdepartment, through a designated officer, served as the collection point for re-turned questionnaires in sealed envelopes. Of the 300 questionnairesadministered 192 were returned and a total of 167 usable questionnaires rep-resenting about 55.7 percent response rate, from 18 organizations formed thebasis of data analysis.

Participants were largely from the public sector in government depart-ments/ministries, and higher educational institutions representing about 81percent, while the remaining respondents were from the private sector. About51.5 percent of respondents were males and about 55 percent were married.Also about 48 percent falls within the age bracket of 31-40 years. About 54 per-cent have worked for over 10 years, while 27.5 percent have worked for 6-10years. Most of the respondents were well educated with 70 percent possess-ing a basic university degree or higher. Over 65 percent earned equivalent of

Public Personnei Management Volume 41 No. 4 Winter 2012 643

more than US$1,500 monthly indicating a fairly well paid sample for the Africancontinent. The participants completed a self-report questionnaire which wastargeted to each participating organization shortly after the annual perform-ance appraisal period. The questionnaire used was in English as the samplewas well educated enabling problems associated with translations to be elim-inated. Moreover, Cohen and Williamson^' reported that the Perceived StressScale (PSS), one of the scales used in this study, was designed for use in com-munity samples with at least junior high school education.

MeasuresPerceived Stress: was measured with the popular 10-item scale of Cohen, etal. ° and Cohen and Williamson.^i It was anchored on a five-point scale from 1representing "Never" to 5 representing "Very Often." A high score on this scaleindicates a higher perceived stress. Item examples include: (1) In the lastmonth, how often have you found that you could not cope with all the thingsthat you had to do? (2) In the last month, how often have you felt difficultieswere piling up so high that you could not overcome them? For this scale weobtained an alpha of 0.70 in our sample.

Performance Appraisal Discomfort: this was measured with the 19-item meas-ure of Smith, et al.' ^ plus an additional item which they also used and whichwas deemed relevant and appropriate in this sample—"Telling an employeethat you will not tolerate his or her taking extended breaks." All the responseswere anchored on a five-point scale with 5 representing "High Discomfort"and 1 representing "No Discomfort at all." A high score on this scale indicatesa high degree of performance appraisal discomfort. Smith, et al.® reported acoefficient alpha of 0.90, while the coefficient alpha obtained for our study was0.92. Examples of items include: (1) Talking to an employee about his or herperformance on the job (2) Conducting a formal performance appraisal inter-view with an ineffective employee.

Core Self-evaluations: was measured with the 12-item scale of Judge, et al."Responses were also provided on a five-point scale from 1 representing"Strongly Disagree" to 5 representing "Strongly Agree." Six of the items werereverse scored and Judge, et al.' 5 reported reliability coefficients from 0.81 to0.87. For the sample in this study we obtained a reliability coefficient alpha of0.78. Examples of items include: (1) I am confident I get the success I deservein life. (2) Sometimes, I do not feel in control of my work.

644 Public Personnel Management Voiume41 No. 4 Winter2012

Demographic Characteristics: in addition to the main measures, personal anddemographic data were also obtained: gender, marital status, education, organ-ization type, age, work experience and total income.

As with similar studies of this nature, the social desirability effect is amajor potential limitation for our instrument as respondents may answer ques-tions according to their perception of social desirability. ' ' However, given thecomplete anonymity guaranteed in the research process it is hoped that theeffect, if at all, would be minimal.

Analysis and ResultsWhile the main purpose of the study was to examine the relationships be-tween performance appraisal discomfort and perceived stress, it alsoinvestigates the moderating effects of CSE and gender in the relationship be-tween the PAD and perceived stress. In addition, we examined significantgender differences in the study variables.

Table 1 : T-test off study variables by gender with meansand standard deviation

S/N

1

CN

J

3

4

Study Variabies

Perceived Stress

PAD

Core Self-evaluation

Total Income

fVlaie

Mean

3.05

4.13

3.45

4.13

SD

0.49

0.78

0.59

1.27

Femaie

iVIean

3.25

4.19

3.48

3.62

SD

0.42

0.71

0.54

1.40

Levene's Testfor Equaiityof Variance

F

.25

1.19

.38

1.80

Sig.

.614

.276

.540

.181

t

-2.70

-.54

-.35

2.32

df

148

148

148

148

,

Sig.(2-

taiied)

.008

.587

.729

.022

N = 167, Male = 79, Female = 71

In order to investigate whether gender differences affect perceivedstress, PAD, CSE and income independent t-test were conducted. The resultof t-test indicate that perceived stress among women is significantly higherthan men [t(l48) = -2.70, p < .008] and women also earn significantly less[t(l48) = 2.32, p < .022] than their male counterpart. To address the genderdifferences on perceived stress further, an item comparison of the 10-itemmeasure of stress''^ was performed. Eemales significantly reported higher


stress levels on 3 items: how often they felt unable to control the importantthings in their life; felt nervous and "stressed"; and angered because of thingsthat were outside of their control. This finding confirms H2 that females willreport higher perceived stress than males. This is also in line with reportedliterature in Botswana. ^

Table 2: Means, standard deviations and intercorreiationsamong study variables

1.

2.

3.

4.

5

Study Variables

Perceived.Stress

PAD

Core self-evaluations

Gender

Total Income

Mean

3.14

4.15

3.46

0.49

3.84

SD

0.46

0.73

0.56

0.50

1.37

1

(.70)

2

-.15

(.92)

3

-.24**

.16*

(•78)

4

.25**

.05

.00

-

5

-.01

.21* *

.32**

-.19*

-

Notes: N = 167; ** p < 0.01; & * p < 0.05. Cronbacti's Alpha (a) reliability of multiple-item measuresin parentfieses and bold

The descriptive statistics and intercorreiations among the study variablesare presented in Table 2. In HI a positive relationship between PAD and per-ceived stress was predicted, but the result however revealed a negative butinsignificant association between the two variables (r = -.15) thus we rejectour HI. A significant positive association was found between perceived stressand gender (r = .25, p < 0.01). Perceived stress showed negative and statisti-cally significant relationship with core self-evaluations (r = -.24, p < 0.01). Thehigher the core self-evaluations the lower the perceived stress; which is per-haps indicative of a strong link between how a person sees, views and placesvalue on self (core self-evaluations) as a possible reflection of the state of per-ceived stress for the individual. A positive and significant relationship was alsofound between performance appraisal discomfort and core self-evaluations (r= .16, p < 0.05). This implies that high level of performance appraisal discom-fort is associated with high core self-evaluations. Again the relationshipbetween CSE and total income (r = .21, p < 0.01) was positive and significant.Indeed, income was significantly and positively related to all study variablesexcept gender with which a negative association (r = -.19, p < 0.05) was found,and perceived stress with which it showed an insignificant association.

To test for the moderating effects of both CSE and gender on the PAD tostress relationships, the methods of Aiken & West ' and Jose''" were appliedand separate regression analysis performed. In other words, for each of PAD,CSE and gender a new variable was created in which the mean has been sub-


tracted from each value and the interaction term was obtained by multiplyingthe two main effects.

Table 3: Multiple regression analysis for perceived stresswith CSE as moderating variable

Modei

1

CN

J

3

(Constant)

PAD-c

(Constant)

PAD-c

CSE-c

(Constant)

PAD-c

CSE-c

PAD-c X CSE-c(interaction)

UnstandardizedCoefficients

B

3.14

-.11

3.15

-.09

-.17

3.15

-.09

-.17

.01

Std. Error

.04

.05

.04

.05

.07

.04

.05

.07

.09

StandardizedCoefficients

Beta

-.17

-.14

-.21

-.14

-.21

.01

t

83.30

-2.14

84.92

-1.75

-2.59

83.60

-1.75

-2.54

.15

Sig.

.000

.034

.000

.083

.010

.000

.083

.012

.884

Hierarchical multiple regressions was performed (see Table 3) controllingfor the moderating effect of CSE (a continuous variable) in the relationshipbetween PAD and perceived stress. Individuals who reported higher levels ofPAD also reported lower stress levels. To answer the question whether a newvariable would explain a significant new variance in the dependent variable,CSE was entered into the model. The results revealed statistically significantbut a negative beta (-.21) for CSE indicating that higher CSE is associated withlower perceived stress which Cohen and Wills ' refers to as a main effect forCSE. The interaction term however did not yield a significant p-value. Conse-quently, we can infer that CSE does not significantly moderate the PAD to stressrelationship. The continuous moderator chart of the ModGraph programmeversion 2.0 ^ was also applied. Jose^^ noted that "statistical interactions occurwhen lines are not parallel." For this data, the three lines (high, medium andlow CSE) were parallel an indication that there was no statistically significantinteraction, thus H3 is rejected.

As hypothesised, hierarchical multiple regressions was also performed(see Table 4) controlling for the moderating effect of gender (a categoricalvariable) in the relationship between PAD and perceived stress. As in previousfinding above, individuals who reported higher levels of PAD also reported



Model

1

2

3

(Constant)

PAD-c

(Constant)

PAD-c

Gender-c

(Constant)

PAD-c

Gender-c

PAD-c X Gender-c(interaction)


B

3.14

-.09

3.14

-.11

.23

3.14

-.10

.23

.10

Sfd. Error

.04

.05

.04

.05

.07

.04

.05

.07

.10


Beta

-.15

-.16

.25

-.15

.25

.08

t

84.97

-1.88

87.61

-2.15

3.27

87.35

-2.01

3.25

1.00

Sig.

.000

.062

.000

.033

.001

.000

.046

.001

.317

lower stress levels but this was not statistically significant. When gender was en-tered into the regression model, the results revealed a statistically significantand positive beta for gender (.25) indicating that gender is directly associatedwith stress which is the main effect for gender. The interaction term howeverdid not yield a significant p-value which implies that gender does not signifi-cantly moderate the PAD to stress relationship. This nullifies H4. Neverthelesswhen the categorical moderator chart of the ModGraph programme version2.0' '' was similarly applied, the slope for women was horizontally straight whilethe slightly steep slope for males suggests that PAD decreases as stress levelsincreases. As the emerging lines from the graphs were not parallel Jose''5 notedthat this is evidence of some statistical interactions between gender, PAD andperceived stress.

Einally, multiple regressions analysis was performed using the entermethod with PAD, CSE and gender entered simultaneously. A significant modelemerged with gender, CSE and PAD as predictor variables (E = 6.85, (3, 147).Together the three variables account for 12 percent of the variance in per-ceived stress (see table 5). This confirms the H5. Some of the otherdemographic variables (age, marital status, education, work experience andorganization type) were dropped from the model because they did not addmuch value to the regression model and secondly we did not have any theo-retical literature to support them. Of the emergent predictors of perceivedstress the standardised regression coefficient show that gender ( = 0.23 and

648 Pubiic Personnei Management Volume 41 No. 4 Winter 2012


(Constant)

Perlormance Appraisal Discomfort

Core Self-evaluation

Gender

R

R2

Adj. R2

R2 cfiange

N (df.)

F


B

4.05

-.09

-.18

.21

.35

.12

.10

.12

167 (3,147)

6 .85"

SE

.28

.05

.06

.07


Beta

-.15

-.21

.23

t

14.27

-1.92*

-2 .70 "

2 .92 "

Note:(n = 167), * p < 0.05; " p < 0.01

t = 2.92) is the strongest predictor followed by core self-evaluations(ß = -0.21 and t = -2.70), and then PAD (ß = -0.15 and t = -1.92).

Discussion and i\1anageriai ImplicationsThis study offers opportunity for the empirical investigation of some of theconcepts of our interest (perceived stress, performance appraisal discomfort,core self-evaluations and gender) in an area relatively under-investigated inbehavioral research especially in the developing world, nay, Africa. Some ofthe results, albeit tentative, are consistent with studies from the West.

The literature review suggested further that performance appraisals cancause appraisers substantial discomfort and require them to adopt conflictingroles, ' and may lead to greater levels of stress.^^ However, this study found nosignificant relationship between performance appraisal discomfort and per-ceived stress. While appraisers may find the process of performance appraisalsproblematic, nevertheless, this is not associated with any increase in stress,even in the period immediately following the appraisal (the period duringwhich the survey was administered).

On the relationship between perceived stress and core self-evaluations,it is plausible to expect and indeed argue that the lower the core self-evalua-


tions (a basic, fundamental appraisal of one's worthiness, effectiveness, and ca-pability as a person) the higher would be the perceived stress, as this studydemonstrates. An individual who scores high in core self-evaluations is prob-ably someone who is well adjusted, positive, self-confident, efficacious, andbelieves in his or her own agency and it is this broad core that is manifestedin high levels of self-esteem, emotional stability, and general self-efficacy, andan internal locus of control.^^ Individuals with low core self-evaluations, not be-lieving they could achieve much, might readily perceive high levels of stresseven with the slightest disequilibrium in their situation or their work environ-ment. For example, any upward targets or policy changes like the introductionof a new performance management strategy may be overwhelming.

Indeed, this study indicates that individuals with higher core self-evalu-ations experience greater levels of performance appraisal discomfort. This hastwo key implications. In the first place, it reveals a significant relationship be-tween psychological traits and discomfort with the performance appraisalprocess. In the second place, it suggests that it is precisely those appraiserswho have the greatest core self evaluations who are most likely to experiencediscomfort. Even though such discomfort is not reflected in greater perceivedstress, these employees may require support during the performance appraisalprocess, if organizationally dysfunctional behaviors'^' are to be avoided.

Investigating the moderating effects of CSE and gender on the relation-ship between PAD and perceived stress is another major interest of this studyEindings in these respects were largely disappointing. Results indicate thatCSE does not significantly moderate the PAD to stress relationship. Albeit withCSE as a moderator there is a significant inverse relationship between PAD andperceived stress. Since CSE is a continuous variable, individuals of differentlevels of CSE (high, medium and low) did not differ in perceived stress underdifferent levels of PAD. Similarly gender (a categorical variable) did not signif-icantly moderate the PAD to stress relationship. But do women experience astronger or weaker association between PAD and perceived stress than men?Although not statistically significant, evidence suggest the contrary, men's PADseem to decrease as stress levels increase while for women no differences inlevels of stress manifest with different PAD levels.

Another purpose of the present study is to investigate to what extent thestudy variables are predictive of perceived stress. A key finding of the studytherefore is the emergence of gender, core self-evaluations and performanceappraisal discomfort as important predictor variables of perceived stress.These three variables emerged as significant predictors of perceives stress.However, and in line with the discussion above, gender and CSE emerged asstronger predictors of perceived stress than PAD. It appears that core self-eval-


uations and performance appraisal discomfort are yet new constructs addingto the ever increasing predictors of perceived stress among individuals, whichgiven the pioneering nature of the study in an African sample may require fur-ther investigations.

The results imply that demographic and psychological traits (individualcharacteristics) are more significant predictors of perceived stress than dis-comfort with performance appraisal (an organizational policy issue). Thisfinding has important implications for HR practitioners seeking to developstress reduction strategies. In the first place, while some studies have recom-mended prioritising the removal of organizational sources of stress overindividually-focused interventions, this study implies that interventions whichdevelop individuals' core self evaluations may have significant impacts upontheir perceptions of stress. Secondly, these findings make clear that interven-tions to reduce appraisers' perceived stress are not the responsibility of theemploying organization alone, and that HR practitioners may need to collab-orate with external institutions if appraisers' stress is to be managed effectively.Within the context of Botswana, for example, national policies to ameliorategender inequality by widening access to higher education and supporting fe-male-headed households may have a significant role to play in reducing thegreater stress perceived by female appraisers.

Comparisons of the findings from this African sample to other parts of theworld certainly have some impact in our every shrinking wodd. In the Westernwodd with different work ethics, ethos and values for example, would differ-ences in gender and psychological traits (like CSE) have a more significantimpact on perceived stress? Moreover, organizational policy issues (exemplifiedby performance appraisal discomfort) are more dynamic in the West than inmost developing countries and this study have found them less important thanindividual characteristics in the prediction of perceived stress. This could be po-tentially different in the USA or the UK. While the generalizability of the presentfinding is limited, yet global and large multinational companies could find theissues they raise useful as these companies develop and implement human re-source policies and practices in their various locations.

In the absence of studies that have investigated these relationships (per-ceived stress, performance appraisal discomfort, core self-evaluations andgender) simultaneously in the literature, these preliminary findings providepotentially useful insights into some of the causes of managerial anxiety. Theyindicate that more attention needs to be focused on the individual manager'spsychological and demographic characteristics if his or her perceived stressand responses to performance appraisal are to be predicted, and their possi-ble negative impacts on work performance avoided.


Limitations of This Research and FutureResearch DirectionAs in many other studies, several potential limitations are inherent in this study

First, the number of predictor variables was few and possible additional rele-

vant predictor variables could be used in a research of this nature. Although

the literature reports a number of predictor variables for perceived stress

much less have been written about the link variables investigated here (espe-

cially performance appraisal discomfort and core self-evaluations). A lot could

still be done to enhance managerial understanding of these much less-ex-

plored variables. It would therefore be more useful to explore other behavioral

predictor variables in subsequent efforts, as this will enhance the robustness

of the model in the regression equation. Indeed it would be useful to verify

what variables would be predictive of both performance appraisal discomfort

and core self-evaluations.

Secondly, a cross-cultural as well as multi-cultural investigation of the

constructs—performance appraisal discomfort and core self-evaluations—

across a number of culturally dissimilar countries would prove useful in

furthering our understanding of the constructs. Future research should also

consider the question of how differences in performance evaluation and the

individual manager's response to it could constitute a gap in the comparative

assessment of managers. This would have a significant benefit for international

business and its managerial applications in today's global and competitive

environment.

Finally, there are three sampling related limitations. The first is the self-

selecting sample of organization which is a potential impediment for

generalisation despite the reasonable sample size, given the small population

of Botswana. Related to this is the need to acknowledge the possibility that

such a design could lead to inflated significance level, which is probably not the

case in this instance. Moreover, the cross-sectional nature of the study renders

it difficult to draw conclusions about the relationships among the various study

variables. Even though a few significant correlations were reported, cross-sec-

tional research does not explain why such exist or what other external factors

might have caused the observed significant correlation. Nevertheless, this

study provides a foundation for further examinations in our quest to better

understand how these relatively unexplored behavioral variables (performance

appraisal discomfort and core self-evaluations) relate to perceived stress. The

second relates to the high level of education in the sample. "With about 70 per-

cent possessing a basic university education or higher the sample is heavily

skewed. However given the nature of the measuring items, translation with

652 Public Personnel Management Voiume 41 No. 4 Winter 2012

its attendant problems would have been required in a sample with a lower ed-ucation. The third sampling limitation relates to the heavy tilting of theobtained data (respondents) from the public sector (81 percent), which how-ever is largely a reflection of the workforce in Botswana like most Africancountries where the private sector is relatively poorly developed. It is hopedthat future studies will attempt a more radical balance of the two sectors formore comparable data and hence a stronger generalisation opportunity. It suf-fice that this data is strongly public sector based.

ConclusionsHuman behavior is complex and complicated, hence understanding and ma-nipulating it for effective organizational results requires going beyond themastery of rhetoric and untested concepts. A single country study and datararely have much strength since it allows little opportunity for comparison orgeneralisation. However, as much less research results do come out of Africacompared with the West and perhaps the rest of the world, it is hoped thatfindings from these preliminary effort would kindle enough interest for a moreglobal expansion of the concepts examined here.

In sum, the result indicated insignificant negative association betweenperformance appraisal discomfort and perceived stress. The result indicatedneither CSE nor gender as important moderators of the relationship betweenPAD and perceived stress. However, gender, core self-evaluations and perform-ance appraisal discomfort emerged significant predictors of perceived stress inthat order of strength. At a tactical level, the study's findings have raised aware-ness and highlighted the need for more attention to be focused on coreself-evaluations if managerial understanding of sources of perceived stress andperformance appraisal discomfort are to become more robust, albeit the find-ings need further investigation. It also raises some questions and concerns forHR managers about demographic characteristics and perceived stress, with fe-males' perceived stress generally significantly higher than males in thisBotswana sample. Given that gender and core self-evaluations (both individ-ual characteristics) were stronger predictors of perceived stress thanperformance appraisal discomfort (an organizational policy related character-istics), one may be tempted to ask if perceived stress is more due to individualcharacteristics than to organizational policy, and as a consequence worker-re-lated interventions may be particularly pertinent. If appraisers are toimplement performance appraisals effectively and perceived stress reduced, itis critical to ensure that individual discomforts arising from performance eval-uations are addressed, and attention paid to nourishing and supporting highly

Pubiic Personnei Management Volume 41 No. 4 Winter 2012 653

confident employees with significant self-belief The self-reported limitationsof the study might not enable the article to serve as the cornerstone of this lineof research, but much can be taken from the outcomes and prospects andpossibly challenged in other settings.

Notes' Conner, D.S. & Douglas, S.C. (2003), "Organizationally-induced work stress; the role of

employee bureaucratic orientztion," Personnel Review, 34, 210-224.

^ Barnett, R.C. & Brennan, R.Ï. (1995), "The relationship between job experiences andpsychoiogical distress: a structural equation zpprozch," Journal of OrganisationalBehaviour, 16, 259-276.; Friedman, I.A. (1995), "Schooi principal burnout: the conceptand its components," Journal of Organizational Behaviour, 16,191-198.

3 Cooper, C.L., Dewe, RJ. & O'Driscoll, M.R (2001), Organizational Stress: A Review andCritique of Theory, Research and Applications, Sage Rublications, CA; Davidson, R.J.,Ekman, R, Saron, CD., Senulis, J.A. & Friesen, WV (1990), "Approach-withdrawal andcerebral asymmetry: emotional expression and brain physiology,"/oMrw<ai/ ofPersonality and Social Psychology, 58, 330-341.

•* Bacharach, S.B., Bamberger, RA. & Sonnenstuhl, WJ. (2002), "Driven to drink:managerial control, work related risk factors and employee problem drinking,"Academy of Management Journal, 45, 637-658; Cohen, S. & Williamson, G. (1988),"Rerceived stress in a probability sample of the United States," in S. Spacapam & S.Oskamp (Eds.), The social psychology of health: Claremont Symposium on appliedsocial psychology. Newbury Rark, CA: Sage, available at:

http:/Avww.psycmu.edu/~scohen/RSS.html (Accessed on February 10 2005); Cooper,C.L., Dewe, RJ. & O'Driscoll, M.R (2001), op cit.

5 Longenecker, CO., Schaffer, CJ. & Scazzero, J.A. (1999), "Causes and consequences ofstress in IT proiessxon," Information Systems Management, 16, 71-77; Nelson, D.L. &Burke, R.I. (2000), "Women executives: health, stress and succ&ss," Academy ofManagement Executive, 14, 107-121.

* Grote, D. (1996), The complete guide to performance appraisal. New York: AMACON,American Management Association (pp. 341-362); Roberts, G.E. (1998), "Rerspectiveson enduring and emerging issues in performance 2ippn\s2i\," Public PersonnelManagement, 27, 301-319.

' Fried, Y, Tiegs, R. & Bellamy, A. (1992), "Rersonal and interpersonal predictors ofsupervisor's avoidance o( &ja\uzt\ng suhoràmMQS," Journal of Applied Psychology, 11462-468.

« Roberts, G.E. (1998), op cit.

9 Judge, T.A., Erez, A, Bono, J.E., & Thoresen, CJ. (2003), "The core self-evaluationsscale: development of a measure," Personnel Psychology, 56, 303-332.

'" Bryman, A. & Bell, E. (2007), Business research methods, second edition, Oxford,Oxford University Rress.

" Cooper, C.L. & Cartwright, S., (1994), "Healthy mind; healthy organisation - a proactiveapproach to occupational stress," Human Relations, 47,455-471.


'2 Johnson, S., Cooper, C, Cartwright, S., Donald, I., Taylor, R & Millet, C. (2005), "Theexperience of work-related stres.s acros.s occupations," Journal of ManagerialPsychology, 20, 178-187.

'3 Fotinatos, R. & Cooper, C. (2005), "The rote of gender and .social class in work stress,"Journal of Managerial Psychology, 20,14-23.

''' Murphy, I..R., (1995), "Occupational stress management: current status and futuredirections," in Cooper, C.I.. & Rousseau, D.M., Trends in Organisational Behaviour,John Wiley, Chichester, (pp. 1-14).

" Kompier, M.A.J., Cooper, C.I.., & Geurts, S.A.E. (2000), 'A multiple case study approachto work stress prevention in Europe," European Journal of Work and OrganizationalPsychology, 9, 371-400.

' Murphy, I..R. (1984), "Occupational Stress Management: A review and appraisal,"Journal of Occupational Psychology, 57, 1-15.

" Grote, D. (1996), op cit

"* Pettijohn, C.E., Pettijohn, I-.S. & laylor, A.J. (2001), "Research note: an exploratoryanalysis of salesperson perceptions of the criteria used in performance appraisals, jobsatisfaction and organi.sational commitment," Journal of Personal Selling and SalesManagement, 20, 77-80.

" Cohen, S., Kamarck, T, & Mermelstein, R. (1983), "A global measure of perceivedstress," Journal of Health and Social Behavior, 24, 385-396; Cohen, S. & Williamson,G. (1988), op cit

2" Ibid.

2' Cohen, S. (1986), "Contrasting the hassles scale and the perceived stress scale: who'smeasuring apprai.sed stress?" ^mer/ciaw Psychologist, 41, 717-718.

22 Bernardin, J.H. (2003), Human Resource Management: an experiential approach,McGraw-Hill, Bo.ston.

23 Roberts, G.E. (1998), op cit.;

'i Grote, D. (1996), op cit.; Kane, J.S. & Kane, K.F. (1992), "The analytical framework: themost promising approach for the advancement of performance appraisal," HumanResource Management Review, 2, 37-70; Roberts, G.E. (1998), op cit.

25 Grote, D. (1996), op cit.

2''' Villanova, R, Bernardin, H.J.; Dahmus, S. & Sims, R. (1992), "Rater leniency andperformance appraisal discomfort," Educational and Psychological Measurement, 53,789-799.

2' Tziner, A., Murphy, K.R & Cleveland, J.N. (2002), "Does conscientiousness moderatethe relationship between attitudes and beliefs regarding performance appraisal andrating behaviour," International Journal of Selection and Assessment, 10, 218-224.

2" Fisher, CD. (1989), "Current and recurrent challenges in HRM," Journal ofManagement, 15, 157-180; Landy, F. & Farr, J. (1083), The measurement of workplaceperformance: methods, theory, and applications. New York, Academic Press; I.atham,G. (1986), "Job performance and appraisal," in C. Cooper and I.T. Robertson (eds.)International Review of Industrial and Organisational Psychology, (pp. 117-156),

Pubiic Personnel Management Volume 41 No. 4 Winter 2012 655

Wiley, Chichester; Longenecker, C, Sims, H. & Gioia, G. (1987), "Behind the mask: thepolitics of employee appra.isa.\," Academy of Management Executive, 1,183-193.

» Fried, Y, Tiegs, R. and Bellamy, A. (1992), op cit.

^ Judge, T.A., Locke, E.A. & Durham, C.C (1997), "The dispositional causes of jobsatisfaction: a core evaluation approach," 7?ese«rc/> in Organizational Behavior, 19,151-188.

3' Ibid.

32 Judge, TA, Erez, A, Bono, J.E., & Thoresen, CJ. (2003), op cit.

55 Erez, A. & Judge, T.A. (2001), "Relationship of core-self-evaluations to goal setting,motivation and pedormznce," Journal of Applied Psychology, 86,1270-1279; Judge,T.A., Bono, J.E. & Locke, E.A. (2000), "Personality and job satisfaction: the mediatingrole of job characteristics," Journal of Applied Psychology, 85, 237-249; Judge, T.A.,Erez, A., & Bono, J.E. (1998a), "The power of being positive: the relationship betweenpositive self-concept and job performance."//M77Z«W Performance, 11, 167-187; Judge,T.A., Locke, E.A., Durham, C.C, & Kluger, A.N. (1998b), "Dispositional effects on joband life satisfaction: the role of core evaluations,"/owrw«/ of Applied Psychology, 83,17-34.

5''Judge, TA & Bono,J.E. (2001), 'A rose by any other name...Are self-esteem,generalized self-efficacy, neuroticism and locus of control indicators of a commonconstruct?" in Roberts B.W and Hogan, R. (Eds.) Personality psychology in theworkplace, Washington, DC: American Psychological Association, (pp. 93-118).

55 Judge, T.A., Erez, A, Bono, J.E., & Thoresen, CJ. (2003), op cit.

5 Judge, T.A., Locke, Ej^., Durham, C.C, & Kluger, A.N. (1998b), op cit.

" Best, R.G., Stapleton, L.M., & Downey, R.G. (2005), "Core Self-Evaluations and JobBurnout: The Test of Alternative HodeXs," Journal of Occupational Health Psychology,10, 441-451.

38 Ibid.

5' Judge, T.A. & Bono, J.E. (2001), op cit.; Judge, T.A., Bono, J.E. & Locke, E.A. (2000), opcit.; Judge, TA., Locke, EA., Durham, C.C, & Kluger, A.N. (1998b), op cit.

''0 Judge, TA. & Bono, J.E. (2001), op cit.

"' Erez, A. & Judge, T.A. (2001), op cit.

••2 Best, R.G., Stapleton, L.M., & Downey, R.G. (2005), op cit.

"5 Judge, T.A., Erez, A, Bono, J.E., & Thoresen, CJ. (2003), op cit.

"" Ibid.

"5 Tziner, A., Murphy, K.R & Cleveland, J.N. (2002), op cit.

^^ UNICEF (2006) Botswana Statistics - (accessed June 2008) http://www.unicef.org/infobycountry/bo tswana_statistics.html

"' Ibid.


""* CIA. 2002 Oanuary), The worldfactbook 2002. Washington, DC: Central IntelligenceAgency, available at: http://www.cia.gov/cia/publications/factbook/index.html (acce.ssedJanuary 20 2008).

''' Central Statistics Office (2001), Botswana multiple indicator survey-2000, Gaborone,Botswana.

5" Mazonde, I. (1997), "Poverty in Botswana," in D. Ntete, J. Hermans, and P Jesjova(eds.). Poverty and plenty: The Botswana experience (pp. 61-75). Gaborone,Botswana: The Botswana Society; Mookodi, G. (2000), "The complexities of femalehousehold headship in Botswana," Ft/M; Botswana Joumal of African Studies, 14,148-164.

5' The Botswana Society (1997) (ed.). Poverty and plenty: the Botswana experience,Gaborone, Macmillan; Central Statistics Office (1991), Population of Towns, Villagesand Associated Localities, Gaborone, Ministry of Finance and Development Planning;Mookodi, G. (2000), op cit.; Presidential Task Force on a Long-Term Vision forBotswana, (n.d.), A Long-Term Vision for Botswana: Towards Prosperity for AU,Gaborone: Government Printer; UNICEF (1993), Women and children in Botswana: asituation analysis Gaborone: UNICEF; Akinsola, H.A. & Popovich, J.M. (2002), "Thequality of life of families of female-headed households in Botswana: a secondaryanalysis of case studies," Health Care for Women International, 23, 761-772.

52 Ibid.

53 Central Statistics Office (2001), op cit.; Mazonde, I. (1997), op cit.; UNDP (1998),Botswana Development Report: Challenges for Sustainable Development. Gaborone:UNDP

5"* Women's Affairs Department (1996), The 4th United Conference on Women: ThePlatform of Action, A Summary. Gaborone: Women's Affairs Department; Perrett, H.(1996), Botswana: community development of wildlife management areas project:Social Assessment, Rome: IFAD, December, available at:http://www.ifad.org/gender/learning/challenge.s/women/bt_6_2.htm (Accessed onJanuary 2008).

55 Mmolawa B.D. & Kapunda, S.M. (2007), "Poverty and household socioeconomiccharacteristics in Botswana: an econometric approach," The Icfai Joumal of AppliedEconomics, ICFAI Press, VI, 7-16.

5'' Jose, PE. (2008), ModGraph-I Version 2.0 - A programme to compute cell means forthe graphical display of moderational analyses: The internet version (accessed 28September 2008) http://www.victoria.ac.nz/psyc/staff/paul-jose/files^elpcentre/helpl_intro.php

5' Gbadamosi, G., Ndaba, N. & Oni, F.O. (2007), "Predicting Charlatan Behaviour in a non-Western setting: lack of trust or absence of commitment?" Joumal of ManagementDevelopment, 26, 753-769.

5« Cohen, S. & Williamson, G. (1988), op cit.

5' Cohen, S., Kamarck, T, & Mermelstein, R. (1983), op cit.

f* Cohen, S. & Williamson, G. (1988), op cit.


" Smith, WJ., Harrington, K.V & Houghton,J.D. (2000), "Predictors of performanceappraisal discomfort," Public Personnel Management, 29, 21-33.

«2 Ibid.

« Judge, T.A., Erez, A, Bono, J.E., & Thoresen, CJ. (2003), op cit.

^ Ibid.

« Bryman, A. .& Bell, E. (2007), op cit.

*' Cohen, S., Kamarck, T, & Mermelstein, R. (1983), op cit.

^ Cohen, S. & Williamson, G. (1988), op cit.; Akinsola, H.A. & Popovich,J.M. (2002), op cit.

^ Mmolawa B.D. & Kapunda, S.M. (2007), op cit.; Cohen, S. & Wills, T.A. (1985), "Stress,social support, and the buffering hypothesis,"/'ir);c¿o/og/cia/BM//efm, 98, 310-357.

® Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpretinginteractions . Newbury Park, CA: Sage.

e, PE. (2008),opcit.

" Cohen, S. & Wills, TA. (1985), op cit.

^ Jose, PE. (2008), op cit.

'3 Ibid.

'* Ibid.

" Ibid.

'« Grote, D. (1996), op cit.

^ Roberts, G.E. (1998), op cit.

'8 Judge, T.A., Erez, A, Bono, J.E., & Thoresen, CJ. (2003), op cit.

" Villanova, P, Bernardin, HJ.; Dahmus, S. & Sims, R. (1992), op cit.; Tziner, A., Murphy,K.R & Cleveland, J.N. (2002), op cit.

AuthorsGbolahan Gbadamosi PhDWorcester Business SchoolUniversity of Worcester, Worcester WR2 6AJUnited Kingdom

01905 855358g.gbadamosi(S»worc.ac.uk


Catharine Ross PhDWorcester Business School

University of Worcester, Worcester W1Í2 6AJ

United Kingdom

01905 [email protected]

Dr. Gboiahan Gbadamosi is a senior lecturer in human resourcemanagement and organizational behavior in the Worcester Business School,University of Worcester, UK. His teaching interests is in the general area of HRMand organizational behavior and specific research interest includes charlatanand ethical behavior, commitment, work stress, cultural issues and managementin developing countries

Dr. Catharine Ross is a senior lecturer in human resource management in theWorcester Business School, University of Worcester, UK. Her teaching intere.st isin the area of HIM, organizational behavior, employee relations and equalopportunities. Her research interest includes diversity in organizations,workplace culture and politics, and sociology of the professions.


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