The effect of performance evaluation system on the ingratiation behavior through mediation of organizational climate

Ingratiation behavior has been one of the hypocritical and political behaviors in the organization and it causes employees who use this behavior receive more organizational benefits and privileges. The purpose of this study was to investigate the effect of performance evaluation system on the ingratiation behavior through mediation of organizational climate.

The research method was descriptive-correlation based on structural equation model. The statistical population was all teachers in Bonjar city (Sistan and Baluchestan Province) in the academic year 2021-2022 (N=575). By stratified random sampling 231 teachers were studied through questionnaires Performance evaluation system (Shields, 2007), organizational climate (Bock, Zmud, Kim &Lee, 2005) and ingratiation behavior (Bolino & Thornley, 1999). Structural equation modeling with the help of Smart PLS software was used to analyze the data.

Direct effect performance evaluation system on the ingratiation behavior (β= -0.298, t=5.188) was negative and significant, direct effect of performance evaluation system on the organizational climate (β=0.371, t=6.331) was posative and significant, direct effect of organizational climate on the ingratiation behavior (β= -0.510, t=9.638) was negative and significant. Also, the indirect effect of performance evaluation system on the ingratiation behavior through mediation of organizational climate (β= -0.189, t=5.248) was negative and significant.

Performance evaluation objectively rather than subjectively, direct correlation of rewards, promotion with the performance of individuals and selection of expert and motivated evaluators can lead the organizational climate to a healthy and ethical climate in which ingratiation behavior to influence performance evaluation results it will have little effect.