Many firms use subjective performance appraisal systems due to lack of objectiveperformance measures. In these cases, supervisors usually have to rate the performance oftheir subordinates. Using such systems, it is a well established fact that many supervisorstend to assess the employees too...

We investigate the use of performance appraisal (PA) in German Firms. First, we derivehypotheses on individual and job based determinants of PA usage. Based on arepresentative German data set on individual employees, we test these hypotheses and alsoexplore the impact of PA on performance pay...

Based on two representative samples of employees, the German Socio Economic Panel andthe European Social Survey, we explore the relation between certain measures of control inemployment relationships (i.e. working time regulations, use of performance appraisalsystems, monitoring by supervisors,...