Abstract
This research questions the assumption that strategic performance measurement systems (SPMS) that define strategic goals at the individual job level reduce role ambiguity and ensure desired employee outcomes. Through qualitative research of both white-collar and blue-collar jobs, we seek to determine the types of jobs most amenable to SPMS guidance.
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References
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Appendix
Appendix
The Interview Protocol
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1.
Tell me about how you spend your day at work. What are the major elements of your job?
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2.
Are there any parts of your job you are not clear about how to perform or not clear about what is expected of you? [review job as described above]
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3.
What information do you need from outside your job to do your work? Where does it come from? Do you always have it? Do you ever think you need more or other information to do your job? What type? Where might is come from? Why don’t you have it?
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4.
In your opinion, what makes you a successful employee of this organization? Are there some elements of your job performance that might be improved? What and how?
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5.
Do you pay attention to the firm’s SPMS and its feedback? How do you use it? What impact does it have on your job?
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6.
In a few words, can you describe the vision, mission, and strategy of your organization?
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7.
How does your organization’s business model work relative to your job?
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8.
From the vision, mission and strategy you describe, describe your role in their implementation?
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9.
In your opinion, how does your role help your organization achieve its strategy?
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10.
A strategic performance management system, also known as SPMS, is used in your organization. Does it apply to your job? And how? What are benefits of SPMS to you? To your job?
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11.
To what extent and how does the SPMS help you do your job? To what extent and how does the SPMS help you understand your job duties?
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12.
What kind of information does your SPMS provide you? How is this information relevant to your job?
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13.
What do you do when you have questions about your job?
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14.
On what criteria are your performance evaluations based?
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15.
From your experience, how does the SPMS affect your performance evaluation?
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16.
Do you think your performance evaluation might be different if you had a better understanding of your job duties? Could the SPMS provide that understanding?
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17.
Does your performance evaluation process refer to the SPMS or your SPMS performance?
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Asare, E., Conger, S. (2018). Analyzing the Impact of Strategic Performance Management Systems and Role Ambiguity on Performance: A Qualitative Approach. In: Rocha, Á., Reis, L. (eds) Developments and Advances in Intelligent Systems and Applications. Studies in Computational Intelligence, vol 718. Springer, Cham. https://doi.org/10.1007/978-3-319-58965-7_2
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DOI: https://doi.org/10.1007/978-3-319-58965-7_2
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