Appraisal System Research Articles

The Relationship Between Performance Appraisal System and Employee Job Satisfaction in Higher Education Institutions in Palestine

The Performance Appraisal System (PAS) plays a key role in the overall success of an organization. An appropriate PAS can potentially increase employee Job Satisfaction (JS). This article aims to demonstrate the level of practices and characteristics of the PAS, characterize JS levels in the workplace, and understand the relationship between the PAS and JS in Palestine’s Higher Education Institutions (HEI). This article advocates to the Ministry of Higher Education to establish a Performance Appraisal (PA) model in all HEI that would meet their specific needs. It will also contribute to the development of HEI through facilitating improved services to students and society overall. Furthermore, the article identifies key factors contributing to the success of PAS in Palestine. Convenience sampling was utilized to study 370 HEI employees. A quantitative analysis was employed through SPSS that found a statistically significant relationship between PAS traits and employee JS. Clarity, trust, and fairness positively correlated with JS, whereas two-way communication correlated negatively. Substantial gender-based disparities in JS among the participants were also identified.

Judgmental the Identity of New York Times between Al Jazeera on Indonesia General Election: Appraisal Framework

This study aims to identify the terminology Al Jazeera and the New York Times used in their news reports on the 2024 Indonesian General Election, which had many candidates. In particular, this article identifies the data gathered from the appraisal system's components of attitude judgment (Martin & White, 2005), described in interpersonal (Martin & Rose, 2007). The number of negative judgments is much higher than the number of positive judgments. Out of the 21 total data, 76.2% are identified as negative judgments with 16 data, while the remaining 23.8% are positive judgments with 5 data. Once the analysis is carried out thoroughly, it is found that 80.9% of the data is categorized under social esteem, and the other 19.1% falls under social sanction. There are indications that the disparity between the positive and negative judgments is because of the controversy that preceded and followed the 2024 Indonesian General Election, in which Gibran, the President’s son, nominated Prabowo as a candidate and won the general election. This study's language assessment (appraisal) tries to identify two forms of judgment in four online international newspaper segments.

Factors influencing the turnover intention for disease control and prevention workers in Northeast China: an empirical analysis based on logistic-ISM model.

This study aimed to determine the current turnover intention among workers at Centers for Disease Control and Prevention (CDCs) in Northeast China and to investigate the factors contributing to this phenomenon. The cross-sectional study was conducted in May 2023 across four northeastern provinces of China. The study included a total of 11,912 valid participants who were CDC workers selected using a stratified cluster sampling method. The study assessed demographics, turnover intention, work resources, work perceptions, and psychological support through online questionnaires. The binary logistic regression analysis identified the factors associated with turnover intention for CDC workers, while the Interpretative Structural Modelling (ISM) revealed the hierarchical relationship between the influencing factors. The study found that 28.8% of the respondents reported high turnover intention. The binary logistic regression suggested that the risk factors of turnover intention among employees included gender, age, education, and several work-related, organizational, and psychological factors. The work-related factors were daily working hours, job burnout, and role overload. The organizational factor was unit support for training, unit's infrastructure conditions, leadership style, remuneration package and performance appraisal and promotion system. The psychological support factors were family support, professional identity, and organizational commitment. The ISM analysis results showed that the primary factors influencing CDC workers' intention to leave were internally connected and grouped into four categories according to their level of impact: surface, transition, deep, and essential factors. Notably, the essential factors were professional identity and organizational commitment. Nearly one-third of the respondents expressed a strong desire to resign from their employment. Turnover intention among CDC workers was subject to diverse influences. Early identification, detection, and targeted multidisciplinary interventions should be introduced to address the array of factors that affect staff, with particular emphasis on boosting the professional identity and organizational commitment of CDC workers.

A Conceptual Paper on Determinants of Employee Retention in Oman Context

High-quality human resource management increases workplace loyalty and boosts productivity in the public sector to unprecedented levels and encourage employees to keep retaining to the organization. Oman like other countries faces issues in retaining employees. This paper aims to develop a conceptual framework of the determinants of employee retention specific context of Oman. The methodology used for this paper is based on the comprehensive review of the current body of literature on determinants of employees retention in Oman context. The comprehensive literature analysis revealed that human resource practices such as career development, recruitment and selection, and performance appraisal systems are the primary factors that significantly determine employee retention in Oman's public sector. Moreover, based on the thorough literature review it was found the social exchange theory and resource based view the most theory used to discuss this issue. Further exploration of employee retention is needed to better comprehend this concept in other sectors such as tourism, banking and manufacturing industry in Oman. This paper proposes a basis for developing conceptual framework of determinants of employee retention in public sector in Oman context. This paper helps the public sector to become familiar with the determinants that could enhance employee retention in Oman context.

Nurses’ Views and Attitudes of the Performance Appraisal System Efficacy and Its Impact on Their Work Outcomes in a Tertiary Hospital

ABSTRACT Introduction Performance appraisal (PA) is essential for healthcare organizations. Highlighting the impact of the nursing PA system on nurses’ work outcomes has the potential to significantly improve the quality of patient care. Understanding and enhancing the performance appraisal system is key to achieving this goal. This study aimed to assess the efficacy of the nursing PA system and its effect on nurses’ work outcomes. It also compared the perceptions of PA among staff nurses (SNs), charge nurses (CNs), and head nurses (HNs), providing valuable insights into the dynamics of the nursing PA system. Method A cross-sectional, descriptive, and comparative design was adopted to assess the current nursing PA system. Results This study, which included 356 nurses, revealed significant differences in the perception of PA among nurses at all levels. The findings underscore the practical implications of the potential for more efficient use of PA to improve nurses’ performance. SNs and CNs showed significant gender-based differences in PA effectiveness (p = 0.006) and efficiency (p = 0.034). The participant’s age and years of nursing experience also had statistically significant effects on PA effectiveness (p = 0.006, p = 0.025, respectively). Conclusion This study’s findings underscore the significant impact of inappropriate PA systems, inefficient instruments, and unskilled evaluators on organizational commitment, job satisfaction, maintaining a committed nursing workforce, and high-quality healthcare. The study also highlights the importance of effective performance appraisal systems in healthcare organizations. However, the study also emphasizes the crucial role of a mutual understanding between the appraiser and the appraisee. This understanding is a key factor in enhancing the efficacy of PA, thereby emphasizing its importance in the appraisal process.

The Distribution of Burden of Proof in Environmental Civil Public Interest Litigation

Environmental problems, in the current society, have attracted the attention and attention of the society and the public. Relevant laws are applied under the research of legislators and the reference of foreign legal experience. With the development of environmental civil public interest litigation, a series of problems have gradually emerged with judicial practice, and the allocation of the burden of proof is somewhat unreasonable. Through to our country and outside the environment of civil public interest litigation laws and regulations, understand the environment of the characteristics of the burden of proof and analysis its can perfect, points out that should distinguish the application of public welfare and private benefit, refining the causal relationship responsibility distribution, improve the system of proof obstruction, environmental damage appraisal system and environmental information disclosure system and other related measures.

The blind HR: Why do people leave managers not companies? A case of inconsistency in performance appraisal and performance outcome

Learning outcomes The learning outcomes are as follows: to benchmark and compare the theoretical models of the performance management and appraisal processes. (Questions 1 and 2) Remembering-in Bloom’s Taxonomy; to understand the importance of practicing fair performance appraisal process. (Question 4) Understanding-in Bloom’s Taxonomy; to analyze the implementation and effectiveness of 180-degree performance appraisal method and rating system prevalent in the IT Sector. (Question 1) Applying and Analyzing-in Bloom’s Taxonomy; to assess the impact of perceptual biases on human behavior and performance (Questions 2 and 3) Evaluating-in Bloom’s Taxonomy. Case overview/synopsis The case study entitled “Is HR Blind? Why do People Leave Managers Not Companies? A Case of Unfair Performance Appraisal and Biases” is a classic example of a flawed and biased performance appraisal process and perceptual biasness, which resulted in the loss of a valuable and talented resource in a leading Indian IT MNC. The present case had been based upon the real-life experience of an employee (i.e. Rahul Verma), who worked with the company from year 2010 to 2021. It was among the top ten IT MNCs employing about 0.1 million people. The objective of the case was to highlight real time issues existing with HR practices, mainly in IT sector organizations. For example, in the present case, do the HR seek proper justification from the manager before taking a harsh decision like forcibly asking an employee to sign a termination contract without looking at the contributions of his qualitative performance or even performance rating (refer to the transcript) for that matter? Was the job of the HR to only ensure how to fit in employees in the faulty bell curve system? Whether the performance appraisal system being followed at the company is adequately capable of identifying and recognizing the talent. Do the different functions really work cohesively and organically toward achieving the intended goals and objectives of the organization? Was this a failure of the manager in recognizing talent or something went wrong at the employee’s part? Was this a failure of the entire HR system or performance management process at the organization that was unable to filter out the capable and skilled resources out of the crowd? Was this a problem of organizational culture that put on stake its most critical resource – the human capital – by allowing the appraisers to evaluate them just because of the hierarchical structure, and not because they are not being competent enough to perform this most critical job objectively? Who ensures the appraiser is free from any kind of prejudice or bias and is capable of fairly assessing the talent resource? So, the present case was a deliberate attempt to throw out these burning questions to the practitioners and students to ponder upon. Does HR really follow the blind process merely acting on the feedback received from the different units of the organization? With the help of strong theoretical foundation and practical applications, the following objectives and questions have been framed to deliberate and propose the workable solutions for the benefits of the relevant stakeholders. Complexity academic level HR practitioners, HR managers, supervisors, senior management and HR students, IT heads, project managers. Supplementary material Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

An Examination of the Effectiveness of Various Performance Appraisal Objectives in the Indian Mining Industry

Mining plays a vital role in Indian industry. In the 1990s it accounted for around 3% of GDP, but now it is around 2%. The Indian state of Goa has a thriving mining industry as it has a billion tonnes of iron ore reserves. It exports around 30 million tonnes of iron ore per year. Mineral-based industries include the steel industry and heavy machinery industry. These industries also use minerals and metals as raw materials. Performance appraisal systems have become an important tool for companies to evaluate and maximize employee performance. The purpose of this study is to examine the effectiveness of performance appraisal systems. Performance appraisal has become increasingly part of a more strategic approach to integrating HR activities with company policies and is now regarded as a general term covering a range of activities through which companies attempt to evaluate their employees and develop their capabilities to improve performance and reward.

TOOLS FOR EFFECTIVE CAREER DEVELOPMENT MANAGEMENT

In today’s environment, managing employees’ career development is becoming a key factor for the success and sustainable development of organizations, especially small and medium-sized enterprises (SMEs). The purpose of this article is to investigate current approaches to career management in SMEs and provide practical recommendations based on theoretical research and empirical evidence. The novelty of the study lies in the integrated approach to analyzing career management practices using both quantitative and qualitative methods. This allows for a deeper understanding of the impact of career development on employee motivation and retention in a resource-constrained and highly competitive environment. The research methodology includes reviewing existing literature and analyzing case studies from different industries to identify best practices and success stories. The use of mixed research methods, such as surveys and in-depth interviews, provides a more comprehensive view of current practices and their impact on employees. The results of the study show that career development management is critical to improve employee motivation and retention, which is particularly relevant for SMEs. Pay attention to aspects such as training and development, performance appraisal systems, reward systems and their impact on employee motivation. Training and development help to improve employees’ skills and adaptability to changes in the market, while appraisal systems such as 360-degree feedback and regular evaluations help to identify achievements and areas for improvement, forming individual development plans. A fair and competitive compensation system motivates employees and promotes employee retention. The author’s personal contribution is the design and implementation of an integrated research methodology that combines quantitative and qualitative methods, which provided comprehensive data and offered practical recommendations for SMEs. The article also discusses the factors that influence employee retention and the creation of a positive corporate culture, which contributes to their long-term professional growth and enhances companies’ competitiveness in the market. In an environment of rapid change and globalization, SMEs must pay special attention to human capital development to maintain competitiveness and achieve sustainable growth. The article provides recommendations for the implementation of effective career management programs and examples of successful practices from different sectors.

The relationship between community workers' occupational stress, social support and psychological health: an empirical study in Liaoning Province, China.

With increasing urbanization in China, the community has assumed the important task of social governance and service provision, which has resulted in an increase in community workers' occupational stress. To date, researchers have studied ways to improve community workers' working ability, but have paid less attention to their health, especially their psychological health. This study examined the relationship between occupational stress, social support and community workers' psychological health. A total of 545 community workers from 14 cities in Liaoning Province completed a questionnaire including the Occupational Adaptability Scale for Employees (OASE), the Social Support Rating Scale (SSRS) and the SCL-90-R scale (a measure of psychological health). Correlational and regression analyses were conducted. Community workers' occupational stress mainly derives from their workload, career development opportunities and performance appraisals. Participant's psychological health scores were significantly negatively correlated with occupational stress and significantly positively correlated with social support. Social support plays a moderating effect in the relationship between community workers' occupational stress and their psychological health. It is necessary to establish an effective community support system, reduce the burden on the community, optimize existing work processes and performance appraisal system, create a positive working environment and organizational culture, and promote employee's psychological health.

The Nexus of Employee Attitudes Towards Performance Appraisals and its Impact on Employee Performance in the Zimbabwean Manufacturing Sector

Objectives: The study sought to examine the relationship between employee attitudes towards performance appraisal and its impact on work performance in the manufacturing sector using Ecomed Manufacturing (Pvt) Limited as a case study. This was in response to the general negative feelings against the performance appraisals by employees in the manufacturing sector. Methods: The researchers used an inductive research approach which recognizes that meaning emerges through interaction with participants of the study and adopted the realism philosophical position. The study used the case study research design and convenience sampling technique was adopted, thereby allowing the researchers to conveniently select 55 cases up to saturation point. Semi-structured in-depth interviews were used to solicit for information from the participants of the study which included both managerial and non-managerial staff. Thematic analysis was used to analyse the qualitative responses from participants. Results: The major findings of the study highlighted that the company under study is faced with negative employee attitudes towards performance appraisals. Hatred, bitterness, resentment, anger, competition among the employees were prevalent attitudes that the workforce exhibited against the appraisal system in place. Erosion of trust, antagonism and lack of team work among the workforce both in supervisory and non-supervisory levels was the greatest challenge faced by the organization studied. Regardless of the challenges faced, managerial participants concurred in stating that the performance appraisals in place brought about positive changes to the organization, exhibited by a steady increase in production due to competition among the employees which in turn led to meeting of targets. Conclusion: The researchers recommend that the Human Resource department should train and create awareness to about the entire performance management process so as to eliminate resentment towards the process. Furthermore, the Human Resource department should explore the introduction of self-rating performance appraisal methods where the employee can set targets and then monitor and rate own performance against set targets after a given period of time.

Human Resource Management Based on Local Wisdom in Tourism Businesses in Panelokan, Bangli Regency

This research aims to explore how local wisdom can be integrated into human resource management (HRM) practices in tourism businesses in Panelokan Village, Bangli Regency. Specifically, this research seeks to understand the views and experiences of business actors, employees and local communities in implementing local wisdom-based HRM, as well as identifying challenges and strategies that can be adopted to overcome obstacles in its implementation. This research uses a descriptive qualitative approach with a case study method to understand the application of human resource management (HRM) based on local wisdom in tourism businesses in Panelokan Village. Data was collected through in-depth interviews with tourism business owners or managers, employees and local community leaders, as well as analysis of related documents, such as work guidelines and HR policies. Thematic analysis techniques were used to identify the main themes that emerged from the data. The validity of the data is guaranteed by triangulation of sources and methods, as well as member checking to confirm findings. The results of the research show that the application of local wisdom such as "ngayah," "menyama braya," and "Tri Hita Karana" in HRM is able to increase job satisfaction, loyalty, and employee productivity in tourism businesses in Panelokan. Integration of local cultural values in recruitment, training, performance appraisal and reward systems helps create a more inclusive and culturally appropriate work environment. However, this research also found several challenges in implementing local wisdom-based HRM, especially related to a lack of understanding and managerial skills in combining traditional principles with modern management practices, as well as pressure to meet international management standards.

Performance Appraisal System as a Blessing in Disguise: An Empirical Study of Academics’ Perceptions, Psychological Capital, and Psychological Contract Violation

Performance Appraisal System as a Blessing in Disguise: An Empirical Study of Academics’ Perceptions, Psychological Capital, and Psychological Contract Violation

The Determination of Capitalization Rate by the Remote Segments Approach: The Case of an Agricultural Land Appraisal

In the absence of comparative real estate data in the market segment of the property to be estimated, the appraiser may resort to income capitalization to estimate the market value. Often, however, the choice of which rate to apply is affected by subjective and arbitrary assessments. The estimation result can therefore be inaccurate and rather unclear. However, the Remote Segments Approach (RSA), through appropriate adjustments on the original values, prices, and incomes detected in the remote segments, makes it possible to arrive at an appraisal result consistent with estimative logic and real estate valuation standards. The proposed application illustrates the estimation of the market value of a specialized fruit orchard of avocado, which is to be considered new in relation to other fruit species already present in the reference area. The adjustments required by the RSA are solved with the General Appraisal System (GAS), defining the difference matrix based on relevant characters common to all segments considered. The application is carried out by comparing the segment in which the orchard being estimated falls (subject) with other remote market segments in which prices and incomes constituted by other tree crops are collected. The market value of the subject is derived by making adjustments to the prices and incomes observed in the remote segments of comparison with a comparison function constructed through relevant characters common to the segments considered. The comparison function makes it possible to arrive at the determination of the capitalization rate to be used in estimating the value of the fruit orchard by income approach. While it is based on the comparison of segments, the approach followed allows for a value judgment consistent with the estimation comparison and capable of providing a solution less conditioned by the appraiser’s expertise in the presence of particularly pronounced limiting conditions.

THE EXPRESSION OF EVALUATION IN “THE ULTIMATE GUIDE TO MUST-TRY INDONESIAN FOOD”: AN APPRAISAL ANALYSIS

Appraisal, under Systemic Functional Linguistics (SFL) especially interpersonal meaning, concerns with evaluation of language that is negotiated through the text (Martin and White, 2005; Martin and Rose, 2007). Briefly, appraisal is used to assess things, situation, or people. This study investigates the Journalist’s evaluation towards ten of most popular Indonesian savory foods across Indonesia from the perspective of appraisal system. Indonesia is a home for 300 ethnic groups, and it offers a wide range of culinary. In this study, the researcher limits the study on one type of attitudes subsystem namely appreciation. Appreciation is our evaluation about ‘things’, particularly thing we make and actions we give, and it also includes natural phenomenon (Martin and White, 2005; Martin and Rose, 2007, Santosa, et.al, 2023). This study employs qualitative research using a criterion-based sampling technique known as purposive sample and content analysis for the technique of data analysis (Santosa, 2017). The source of data in this study was a document that consists of 10 must-try savory Indonesian foods which was retrieved from an Indonesia travel website https://www.indonesia.travel/sg/en/home. Thus, the data were segmented into types of appreciation such as reaction: impact and quality, composition: balance and complexity, and valuation. Furthermore, in analyzing the data, the researcher applies appraisal theoretical framework developed by Martin and White (2005). The results of this study show that the most dominant type of appreciation exploited by the journalist is positive valuation. It is used to show the journalist’s appreciation and critics to the foods he reviewed. The following clause is the example of the finding ‘Rendang, an authentic Indonesian dish from Padang’. The bold lexis is used by the journalist to show his appreciation towards the typical food from Pandang, West Sumatra, Indonesia called Rendang. It indicates that the journalist expresses his positive valuation to some foods he reviewed to evoke people’s appetites and to invite them to try some authentic Indonesian foods. Moreover, the result of this study is in line with the research conducted by Daniarsa & Ningsih (2023) about tendency in Indonesian newspaper editorials. The result of the study indicates that the tendency of using positive appreciation is to give implicit and explicit praise and assessment to Jokowi and his vice’s leadership. Meanwhile, the finding also supports research carried out by Wu & Pan (2021) who also stated that the use of positive appreciation is to express the journalist’s wishes or appreciation towards the ‘things’ he wrote about.

The Impact of Human Resources Management Practices on Green Innovation: A Field Study at Yemeni Pharmaceutical Industrial Companies in the Capital Municipality of Sana’a

The study aimed to measure the level of human resource management practices (HRMPs) and the level of green innovation achievement in Yemeni pharmaceutical companies in the Capital Municipality of Sana’a, as well as to measure the impact of human resource management practices on green innovation in the companies under study. The descriptive-analytical approach was employed, and a questionnaire was developed as the tool of data collection. The population was (1675) employees from all administrative levels in seven Yemeni pharmaceutical industrial companies in Sana’a. The questionnaire was distributed to the study sample (313) of which (240) were valid for statistical analysis. The findings revealed that the level of achievement of HRMPs in the companies under study was high, and the level of green innovation achievement was also high. The study also found that there is a significant impact of HRMP on green innovation in the companies under study, with the motivation and compensation dimension having the greatest impact on green innovation, followed by the performance appraisal dimension, and then the job design dimension. However, the study found no statistically significant impact of training and development of human resources and recruitment dimensions on green innovation. The study recommends that companies should pay more attention to the current policies followed in job design, selection and recruitment of employees, and training and development programs designed for them. In addition, companies should improve and develop compensation and incentive systems and link them to performance appraisal systems and pay more attention to environmental practices for human resource management.

Mapuche women in the city: celebrating their process of ethnogenesis

ABSTRACT The article examines how urban Mapuche women co-construct discourses about their ethnogenesis process through evaluations and dialogical positioning. The methodology is qualitative with an interpretive design. The collection method was a focus group in which four urban Mapuche women between 25 and 55 years old participated. The analysis was conducted from a Critical Discourse Studies approach that integrates sociopolitical studies of Mapuche history and decolonial perspectives on the formation of ethnic identity, with the analytical tools of the appraisal system within the Systemic Functional Linguistics theoretical framework. The study focuses on the intersubjective meanings of the attitude and engagement to identify evaluations, positions, and voices present in this discursive construction. The results indicate that participants develop discursive strategies of ‘counter-racialization’ to respond to the ‘racialization’ that has shaped their lives. The discursive strategies are collectively constructed through different evaluative micro-maneuvers that are realized in the discursive semantic stratum as couplings of areas of attitude: affect/judgement and affect/appreciation and couplings of the attitude/engagement meanings. Through these discursive strategies, these women re-signify and celebrate their Mapuche identity by embodying a new symbolic territory that allows them to carry their ancestors and spiritual world.

GREEN HUMAN RESOURCE MANAGEMENT PRACTICES: EVIDENCE FROM PRIMARY DATA ANALYSIS

This study investigates Green Human Resource Management (GHRM) practices within the food and beverages sector in Nigeria, focusing on how these practices contribute to the sustainability of these companies. A census approach was adopted, encompassing the entire population of 325 staff members from the sector. Data was collected using a validated and reliable questionnaire, with a Cronbach Alpha coefficient of 0.798. The analysis, conducted using SPSS Version 25, revealed key insights into GHRM practices. Results indicated that green recruitment is well-integrated into the companies, with 87.1 of respondents confirming the inclusion of green job descriptions, and 81.6 agreeing that employees are recruited based on their environmental awareness. Green training is also emphasized, with 87.1 of respondents agreeing that their companies conduct training on environmental management, and 81.6 confirming job rotation to develop green managers. Green rewards are prevalent, with 85.3 agreeing that employees receive bonuses for environmental achievements. Additionally, 87.1 of respondents agreed that green performance appraisal systems are in place, incorporating green performance indicators. Lastly, 87 of employees felt involved in green initiatives, highlighting active communication and engagement in environmental policies. The findings suggest that GHRM practices significantly enhance the sustainability of food and beverages companies in Nigeria. The widespread adoption of green recruitment, training, rewards, performance appraisal, and employee involvement underscores the importance of aligning HR practices with environmental goals for improved sustainability and business performance.

드라마 등장인물에 대한 개인 평가어 연구: 체계기능언어학의 평가어 이론의 관점

Objectives The purpose of this paper is to analyze Appraisal, one of the theories of discourse meaning analysis in Systemic Functional Linguistics(SFL), in relation to the Appraisal patterns of specific individuals. In SFL, this is called Signature. Methods Therefore, this paper focuses on the Signature of 11 characters in the entire script of episode 1 in <What is Love?>. The specific work was conducted in two stages. First, lexical evaluators (I), which examines the types and frequency of Affect, Judgment, Appreciation, and Graduation; and second, grammatical evaluators (II), which examines the number of sentences, types of Mood, types of addressee deference and Engagement words. Results To summarize the results of the above two steps, (A) Need-dissatisfaction type Sim-ae is overwhelmingly frequent in Affect, Judgement, Appreciation, Graduation, and Engagement. She expresses all kinds of lexical evaluatives in a bold way. (B) Repressed and perverse type Sun-ja uses about half as many evaluatives as Sim-ae, but with very different ups and downs. Affect, which express how she feels, and Graduation, which control the intensity of her speech, are high, but Judgement, which evaluates the actions of others, and Appreciation, which express social respect or social approval of a given situation, are low. (C) Paternalistic and assertive Isa-jang is good at utilizing Judgement and Graduation, and is relatively low in Affect and Appreciation. (D) indecisive Park-isa rarely uses Jedgement. He uses the other evaluative words, Affect, Appreciation, Graduation, moderately frequently and appropriately. (E) Women are more likely than men to use Engagement for both setting(‘case-open’) and settled(‘case-closed’). Conclusions The study of Appraisal has a wide range of applications and is a highly scalable area of research. It is expected that the study of Signature can also find some generalizable patterns of Appraisal system if the analysis target is broader.

The Influence of Teachers’ Attitude towards Performance Appraisal System on Their Job Performance as Mediated by Secondary School Teachers’ Motivation

The Influence of Teachers’ Attitude towards Performance Appraisal System on Their Job Performance as Mediated by Secondary School Teachers’ Motivation