Performance Appraisal and Job Satisfaction for Workers Without and With Disabilities by Gender
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Performance Appraisal and Job Satisfaction for Workers Without and With Disabilities by Gender Ricardo Pagan1 · Miguel Ángel Malo2 Accepted: 18 October 2020 © Springer Nature B.V. 2020
Abstract This study analyses the effects of performance appraisal on the levels of job satisfaction reported by workers without and with disabilities (aged 16–64) by gender. Particularly, we are interested in investigating the impact of monetary rewards such as pay, bonuses, future raises and potential promotion on job satisfaction by disability status and checking differences by gender. Our data come from the German Socio-Economic Panel (SOEP) for the years 2004, 2008, 2011 and 2016. We estimate job satisfaction equations running a fixed effect "Probit Adapted OLS" model. We find that males with disabilities are less likely to be satisfied with their jobs when they are subject to performance appraisal with monetary effects (appraisals with both short and long-term rewards explain this result), whereas the opposite result is found for females with disabilities (in the case of receiving long-term rewards). We estimate the association of these performance appraisal schemes with recognition from superiors, and with their efforts, personal advances and pay, and we find a coherent pattern with previous results. Keywords Performance appraisal · Disability · Job satisfaction · POLS · SOEP · Germany
1 Introduction The objective of this article consists of analysing how performance related pay affects job satisfaction for people without and with disabilities, by gender. The literature on the reactions of workers with disabilities to reward systems is rather scarce (Witte et al 1998; Shantz et al 2018), and shows that these workers systematically report lower levels of pay satisfaction than those without disabilities. The most important explanation for this relationship is a lack of trust in management. However, these results only refer to pay satisfaction and not to job satisfaction in general, and do not consider differences by gender, when there is a known difference in job satisfaction by gender for the whole population (Clark * Ricardo Pagan [email protected] 1
Department of Applied Economics, University of Malaga, Plaza de El Ejido s/n, 29071 Malaga, Spain
2
Department of Economics and Economic History, University of Salamanca, Edificio FES ‑ Campus Miguel de Unamuno, 37007 Salamanca, Spain
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R. Pagan, M. Á. Malo
1997) and, specifically, among people with disabilities (Pagan and Malo 2009). Although, there is a negative influence of disability on job satisfaction, women with disabilities report a positive differential respect to men with disabilities even after controlling by the confounding effects of other variables (Pagan and Malo 2009). Therefore, we can expect differences in the impact of performance related pay for women with disabilities respect to their male counterparts. Worker motivation is a complex process depending on many factors (Franco et al. 2002), as psychological, organizational, human resou
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