Perception Of Performance Appraisal Research Articles

Organisational climate and change‐orientated behaviour: The mediating effects of employee learning culture and perceptions of performance appraisal

AbstractThe characteristics of the working environment, particularly organisational climates, serve as fundamental tools for interpreting change‐orientated behaviour. However, examining employees' norms and attitudes would help clarify the guidelines for supporting organisational change. The present study has two objectives: first, to analyse the effect of organisational climate on change‐orientated behaviour, and secondly, to analyse the multiple mediation effect of both employee learning culture and perceptions of performance appraisal between the organisational climate and change‐orientated behaviour. A questionnaire was distributed to a sample of 359 employees in Spain. The research model was tested using partial least squares structural equation modelling. Organisational climate was found to have a positive effect on change‐orientated behaviour. Employee learning culture and perceptions of performance appraisal also partly mediated organisational climate and change behaviour. This work shows the importance of organisational climates in the development of employees' behaviour towards change.

Impact of Human Resource Management (HRM) Practices on Teachers Performance in Golaghat District, Assam, India

This study examines the impact of Human Resource Management (HRM) practices on the performance of teachers in colleges under Golaghat District, Assam. The research adopts a descriptive research design with analytical and descriptive approaches. Data was collected from both primary and secondary sources, including interviews and questionnaires. The study population comprised 215 teaching faculty and 24 administrative staff from four colleges in the region. A stratified random sampling technique was used to select a sample of 74 respondents. The study assessed four HRM practices: Training & Development, Performance Appraisal, Compensation Practices, and Employees Participation. Descriptive statistics were employed to analyze the data and determine the mean values of each HRM practice. Results indicate that teachers were satisfied with Training & Development practices and Compensation Practices offered by the colleges. However, their perception of Performance Appraisal was neutral, while they positively acknowledged Employees Participation policies. Regression analysis was conducted to assess the significance of the relationship between HRM practices and teachers' performance. The results revealed that the variation in teachers' performance was not adequately explained by the variation in HRM practices, with an adjusted R2 value of 0.141. The study concludes that HRM practices alone may not be sufficient to explain the variation in teachers' performance. Additional factors not considered in the model may play a more significant role in influencing teachers' effectiveness. The study also highlights the need for further research to identify other variables that could impact teachers' performance. The findings suggest that educational institutions should continuously improve and implement effective HRM practices to enhance teachers' performance and contribute to the overall success of the organization. The study contributes valuable insights to the existing literature on HRM practices and employee performance in the context of academic institutions in Golaghat District, Assam.

Impact of Effective Performance Appraisal Systems on Employee Motivation and Retention in Private Banking Industry of Bangladesh

Aims: Healthy economic development requires properly managing the banking industry of any country. Along with state-owned banks, private banks play a critical role in the country's economy. Managers in all types of banks now confront the same challenge: how to get the utmost output from their employees. Therefore, Performance appraisal appears to be inevitable since it set the standard for comparing actual performance to established objectives and recommending practical solutions that help the organization achieve sustainable growth. Therefore, the purpose of this research is to determine the effect of performance appraisal on employee motivation and retention.
 Place and Duration of Study: The study was conducted in the private banking industry of Bangladesh between November 01, 2022, to March 30, 2023. The study duration was determined based on the scope of the research project and the availability of time and resources to complete it within the designated timeframe.
 Methodology: A random sampling method was used to conduct the study through a structured questionnaire among 110 employees from various private banks. Questionnaires were used to collect quantitative data, which was then analyzed using the Statistical Package for Social Sciences (SPSS) 25.0 software.
 Results: Major findings of the study indicate that performance appraisal is critical for employee motivation and employees perceived performance appraisal as a fair procedure, which increased their motivation and retention. Compensation and reward, and feedback are also perceived positively by the employees, which motivate them to stay in the banks.
 Conclusion: There is a recommendation that banks should review the appraisal process regularly, improve the feedback policy, introduce an effective reward system, provide the opportunity to employees for career development and empowerment, and maintain a participative environment.

Employee perception about performance appraisal and staff performance effectiveness among private health facilities in Ghana: The moderating role of aligned rewards

This study examined the moderating influence of rewards on the link between workers' perception of performance appraisal and performance effectiveness within Ghana's growing private health organizations. Despite several studies on performance evaluation, rewards, and performance, the moderating effect of rewards in private health facilities has not been studied. The theory of feedback interaction served as the study's theoretical foundation. The study used a quantitative method by employing regression analysis (process macro 4.2 by Andrew Hayes) to analyze responses from 235 sampled participants. The findings revealed a positive relationship between workers’ perceptions of performance evaluation and rewards and staff performance effectiveness. Conversely, rewards negatively and partially moderated the correlation between the perception about performance appraisal and performance effectiveness. This study has advanced the theoretical development of performance evaluation and incentives and provided evidence that practitioners and scholars must investigate performance management in the continually expanding private health sector.

Perceived Appraisal Fairness Effect on Performance Appraisal Effectiveness and Appraisal satisfaction in Higher Education

Purpose: The reactions of ratee to appraisal practices and their perceptions of appraisal system fairness may be a good indicator of appraisal system success. This research investigates employees' perception of performance appraisal (PA) aspects connected with organizational justice on Performance Appraisal effectiveness and employee satisfaction with the evaluation process in higher education.
 Design/Methodology/Approach: The partial least square structural equation modeling (PLS-SEM) was employed to check the hypothesized results. Overall, 497 respondents filled the questionnaire with their views on appraisal fairness, effectiveness, and satisfaction with appraisal practices.
 Findings: The findings show a positive relationship between organizational justice dimensions (socially determined justice and structurally determined justice) with effectiveness and satisfaction with the appraisal system. However, satisfaction with performance appraisal effectiveness and socially determined justice do not have a statistically significant relationship. Furthermore, there is a significant mediation relationship between the appraisal system's effectiveness, employee satisfaction with performance appraisal, socially determined justice, and structurally determining justice.
 Implications/Originality/Value: The study presents some useful suggestions to managers working as appraisers on increasing the performance appraisal system effectiveness and making it acceptable for the employees with their satisfaction.

APPRAISING TEACHERS’ PERFORMANCE IN THE GHANA EDUCATION SERVICE: A CASE OF BIRIM CENTRAL DIRECTORATE OF GHANA EDUCATION SERVICE (G.E.S.)

This study assessed the effectiveness of performance appraisal system in the Ghana Education Service. The study specifically examined the nature of performance appraisal in GES, teachers’ perception about the performance appraisal system, and teachers’ satisfaction with the performance system. Considering the objective of the study, the researcher adopted a descriptive survey design. The mixed research approach was adopted in addition to the research design. Teachers in basic schools in Birim Central Directorate constitute the population of the study. The study sampled 184 respondents for the study. Both questionnaire and interview guide were used to solicit data from respondents. Research instruments were personally administered by the researcher. The quantitative data were analysed using the Statistical Package for Social Science (SPSS), while the qualitative data were analysed manually. The study finds out the effectiveness of performance appraisal in GES and the result showed that GES has a performance appraisal system, and performance appraisal is mostly done more than thrice a year. The study also indicated that GES has several methods of appraising employees. Also, it was generally revealed that respondents perceived performance appraisal system positively and that they are satisfied with the performance appraisal system. The study recommends that appraisal should be carried out by experts so that it will serve its purpose. The study highlighted that there is a need for a more formal method to be adopted so that the overall purpose of performance appraisal can be attained. It is again recommended that there is a need for appraisers to adequately discuss every final appraisal report with appraisees. Finally, the study recommends that employees’ appraisal report should be sent to the education office for an effective and efficient decision on training and development program.

PENGARUH PERSEPSI KARYAWAN TENTANG PENILAIAN KINERJA DAN KOMPENSASI FINANSIAL TERHADAP KEPUASAN KERJA KARYAWAN PT. SEMEN PADANG

The purpose of this study is to the description of employee perception about performance appraisal, financial compensation, and job statisfaction, to indentify and analyze the influence employee perceptions about of performance appraisal toward financial compensation, to identify and analyze the influence of employee perceptions about performance appraisal toward job satisfaction, to identify and analyze the influence financial compensation toward job satisfaction, and to identify and analyze the influence of employee perception about performance appraisal toward job satisfaction through financial compensation. The type used in this study is descriptive causative research. The population in this study were all employees of PT. Semen Padang totaling 1551 permanent employees. The sample in this study was 192 questionnaires from 318 questionnaires distributed, and using cluster random sampling. The Data were analyzed with the help of Amos software version 22. The results of this study concluded that employee perceptions of performance appraisals significant effect on financial compensation, employee perceptions of performance appraisal effect significant on job satisfaction, financial compensation significant effect on employee job satisfaction, employee perceptions of performance appraisal significantly influence employee satisfaction through financial compensation.

Employees Perception on Performance Appraisal Effectiveness in The Cyprus Public Sector (EAC)

Performance appraisals are important for effective evaluation and management of personnel. This research investigates the Electricity Authority of Cyprus’ employees’ perceptions of performance appraisal. Data were collected from 161 employees of the Organization, using an online semi-structured questionnaire, and analyzed using SPSS; the qualitative data were analyzed manually. The results of the study highlighted respondents’ perceptions with regard to the Organization’s performance management practices, which have a created a culture of mistrust towards the performance management system in use. The Organization’s present performance appraisal system seems to posit more shortcomings than strengths and it doesn’t seem to be integrated or linked with the organizational goals and missions of the Authority’s. The research has delivered some information on what needs to be changed in order to improve the current system. The findings have serious managerial implications for redesigning the performance appraisal system so as to be more effective, more credible and more transparent. These implications include actions towards introducing new methods, training the appraisers, increasing motivation and provision of resources for effective performance appraisal.

HUMAN RESOURCES INFORMATION SYSTEM TO IMPROVE EMPLOYEE PERFORMANCE

Today employee performance is a fundamental element for the progress of the institution. Along with the changing times demanded in increasing employee performance in order to achieve the objectives to be achieved. The discussion of this study regarding the decline in employee performance is characterized by a decrease in the percentage of achievement of work program targets. In this study, there are two variables, namely human resources information system variable (X) and employee performance variable (Y). This study aims to determine the effectiveness of human resources information system and the level of employee performance. This research method uses descriptive method using the type of explanatory survey research. Data collection techniques used were interviews and questionnaires that used a rating scale measurement scale. Data analysis techniques using simple regression analysis. The population in this study is employees. Based on the results of the study, showed that the respondents' perceptions of performance appraisal in the effective category were in the very high category. Hypothesis testing shows that human resources information system has a positive and significant influence on employee performance

Impact of the perception of performance appraisal practices on individual innovative behavior

PurposeThe purpose of this paper is to analyze the impact of employees’ perception of performance appraisal (PA) practices on innovative behavior (IB). The authors also propose to analyze consistency, a dimension of Human Resource Management (HRM) system strength, as a moderating variable in the aforementioned relationship.Design/methodology/approachA quantitative study was conducted, using a sample of 166 employees carrying out highly qualified, intensive knowledge jobs in four industrial companies in the Valencian region of Spain. The hypotheses were tested by applying the Smart-PLS 3.2 software.FindingsThe findings confirmed that in a context of professional and qualified work, PA practices have a direct and positive effect on IB. However, the results obtained did not enable us to affirm that employee perceptions of the consistency of the HR system moderated the relationship between PA and IB.Originality/valueThe paper’s originality lies in including the role of consistency, a dimension of HRM system strength, in the analyzed relationship. When employees believe that PA achieves the goals for which this practice was designed, and that this appraisal follows a clear strategic direction over time, they perceive that the assessment system is not arbitrary, i.e., that this HR practice is being applied consistently. Consequently, the present work shows the relevant role of the perception of consistent PA when the firm wants to encourage IB. This fact opens up the field to study how to define and implement control mechanisms that tell managers whether there is a fit between employees’ perceptions and the intentionality of the HRP these managers have defined.

The relationship between purpose of performance appraisal and psychological contract: Generational differences as a moderator

This study aims to explore the relationship between performance appraisal and psychological contract (PC) from the perspective of U.S. hotel employees, as perceived by different generational cohorts. The current study also examines the moderating role of generational difference on the relationship between perceived performance appraisal purpose (PAP) and hotel employees’ PC. A sample of 230 full time frontline U.S.-based hotel employees was employed to investigate these relationships. Hierarchical multiple regressions were used for data analysis and the results indicated that both administrative and developmental PAP were positively associated with PC. The positive relationship between administrative PAP and PC was significantly strengthened for Generation Y employees than for Baby Boomers and Generation Xers. There was no significant moderation effect of generational difference on the positive relationship between developmental PAP and hotel employees’ PC. The research recommended HR management practices related to designing performance appraisal systems for diverse workplace in U.S.-based hotels.

An Opportunity to Grow or a Label? Performance Appraisal Justice and Performance Appraisal Satisfaction to Increase Teachers' Well-Being.

Performance management is a key factor to enhance professional development and improve teaching quality. This process is successful only if teachers perceive it as fair, clear, and effective: namely, if it is satisfying. Carefully considering teachers’ attributions in the performance appraisal process is fundamental to better clarify the relations between performance management and positive individual outcomes. Therefore, this study aims to investigate the effects of perceived performance appraisal justice on teachers’ well-being, in terms of job performance, job satisfaction, and life satisfaction, hypothesizing the mediation role of performance appraisal satisfaction. Data from a sample of Italian teachers were analyzed through structural equation modeling. Results confirm the mediation role of performance appraisal satisfaction. In particular, perceived performance appraisal justice was positively associated to performance appraisal satisfaction, which, in turn, was positively associated with job performance, job satisfaction, life satisfaction. Consequently, performance appraisal satisfaction totally mediated the relations between performance appraisal justice and the outcomes considered. Findings are relevant for two reasons. First, they contribute to better understanding the performance management process in educational settings – an issue requiring further attention. Second, they contribute to highlighting the importance of performance management efficacy, which is essential not only to improve individual well-being but also to enhance teaching quality.

Factors Affecting Garments Employees Perception on Job Performance: Evidence from Bangladesh

It is proved from the literatures that, perceptual factors have a great influence on employees’ job performances in organization. The current study tried to sort out some crucial perceptual factors affecting employees’ job performance. The study developed 28 perceptual items based on FGD and literature analysis such as decision making, learning, orientation, training, engagement, evaluation policy etc. Then a proposed perceptual model had been developed. A structured questionnaire was surveyed among the selective respondents (n=500); then tested the items’ reliability and passed (α = .789); after that, the study went for exploratory factor analysis (EFA). Total seven (7) factors (Perceived HR practice; Perceived performance appraisal; Perceived supervisor’s quality & leadership; Perceived work environment & climate; Perceived organizational support; Perceived work pressure; and Perceived compensation plan) were identified. Finally, in confirmatory factors analysis (CFA) testing, one of those factors named Perceived compensation plan (PCP) fall short to pass the validity from the model.

Perception of Justice in Performance Appraisal; A Comparative Study of Public And Private Institutions of Pakistan

The aim of this study is to assess the employees’ perception of justice related to the Performance Appraisal System and its impact on the satisfaction level with the help of supervisor role as moderator. Quantitative techniques are used to analyze the data. Data were collected through non-probability sampling. Survey Questionnaire is used to collect the data. The research investigates the information about employee’s perception of performance appraisal and its effect on their level of satisfaction. The 200 responses were obtained from different institution of public and private sector of Pakistan, those institutions are from Banking and Airline Sector. Study do not support the supervisor role as moderator. On the other hand comparison of Public and Private Institutions shows minimal difference among perception of their employees and also there is very less difference existing among performance appraisal practices of both sectors of Pakistan.

PERCEPTION OF FAIRNESS OF PERFORMANCE APPRAISAL AND ITS REFLECTION ON ORGANIZATIONAL RELATIONSHIPS

The study discusses the employees’ perception of performance appraisal in higher education institutes of Pakistan and the factors that affect the perception of fairness. The sample of the study comprised of 124 participants from the higher educational institutes in of Pakistan. Data was collected through the use of questionnaire designed for this study. The results suggest that effectiveness of the manager, perceived employee-manager relationship, frequency and quality of feedback given to the employee and setting up of clear expectations and goals, reflect positively on the perception of fairness in the performance appraisal system of an organization, thereby providing an insight on the effects of fairness of a performance management system on organizational relationships in the public sector context. The study will help expand organizational relationships for improved productivity and sustainability.

Performance appraisal method for rural infrastructure construction based on public satisfaction.

Rural infrastructure has rather fixed users compared to urban infrastructure. This study evaluated the effect of rural infrastructure construction from the perspective of farmers. First, this study revised the American Customer Satisfaction Index (ACSI) model and selected a performance appraisal index for rural infrastructure based on this revised model. Then, the study adopted an interpretive structural model (ISM), analyzed the influence of each index factor, and developed a hierarchical directed graph. Finally, based on the mutual-influence relationships among the index factors in the hierarchical directed graph, a performance appraisal analytic network process (ANP) model was established. Based on discussions with rural college students and rural households in Sichuan, China, 246 questionnaires were obtained pertaining to rural infrastructure, and an empirical analysis was conducted. The results indicated that the performance of rural infrastructure construction is not very good. In particular, the full use of infrastructure and its role in improving the environment were found to be the worst. Meanwhile, the possibility of building information transparency and the longitudinal comparison of perceived performance appraisal results were the best. The performance of rural infrastructure construction was evaluated based on the perceptions of the direct users of rural infrastructure, and the relationship between the factors and the weight was measured reasonably. The proposed method was found to be workable and the analysis results reliable and effective.

The The Influence of Participation and Perceived System Knowledge on Perceived Performance Appraisal Fairness

The aims research to investigate the influence of participation and perceived system knowledge on perceived performance appraisal fairness: Performance Rating as Moderating Variable. This research was conducted at PT. Taspen (Persero) Branch Purwokerto and PDAM Tirta Satria Banyumas. While sample was determined by purposive sampling method. This research used 75 respondents as the sample. Analytical methods used were regression analysis and moderated regression analysis. Based on the result of this research, it can be concluded that two-way communication, involvement in the setting objectives and perceived system knowledge has a positive and significant influence on perceived performance appraisal fairness. Performance rating strengthens the influence of two-way communication, involvement in the setting objectives and perceived system knowledge on perceived performance appraisal fairness.

Odnos između percepcije zaposlenih o proceni performanse i rezultata rada

Odnos između percepcije zaposlenih o proceni performanse i rezultata rada

Two-country study of engagement, supervisors and performance appraisal

PurposeMultinational enterprises are increasingly interested in improving employee engagement across diverse geographies, signifying the importance of understanding antecedents of engagement across different national business systems. This study aims to explore the relationship between an important job resource, perceived performance appraisal fairness and employee engagement in two countries: the UK and India. Critically, the mediating role of perceived supervisor support in these contrasting cultural contexts is investigated, as well as differentiating between two types of engagement: work and organization.Design/methodology/approachDrawing on a UK-based multinational enterprise operating in its home country and in India, survey data from 249 employees are analyzed.FindingsThe survey results indicate that there are positive relationships between elements of perceived performance appraisal fairness and engagement in both countries, and that supervisor support plays an important mediating role. There are, however, important differences between the two countries’ results.Research limitations/implicationsCross-sectional data from a single firm are a limitation of this study, as well as using national culture as an explanatory variable although this is not measured. Future research should attempt to measure culture, especially in India, where cultural heterogeneity is high.Practical implicationsThe study demonstrates the importance of ensuring appropriate mechanisms in different overseas operations to achieve engagement when implementing performance appraisal.Originality/valueThis study expands significantly our knowledge surrounding the engagement construct by including both work and organization engagement, measured simultaneously in two contrasting national contexts. Furthermore, it highlights the value of national business systems cultural theorizing to explain differences in employee workplace experiences.

Employees’ Perception on Performance Appraisal and Their Work Outcomes in Nepalese Service Sector

<div><p>This paper examines the employees’ perception on performance appraisal and their work outcomes in Nepalese service sector. The aim of this paper is to aid service sectors in Nepal to evaluate their existing performance appraisal systems, by identifying the perceived satisfaction of employees towards their current performance appraisal process. It can provide and promote excellent feedback towards their employees thus enhancing employees’ work performance, affective commitment, employee engagement while reducing employee turnover intentions. This paper emphasized on one independent variable employees’ perception of performance appraisal and four dependent variables work performance, affective commitment, employee engagement and turnover intention. The data are collected from the questionnaire and were analyzed and interpreted through the help of different statistical tools. The result highlighted that there is significant (positive) relationship of performance appraisal with work performance, affective commitment and employee engagement and a (negative) relationship between performance appraisal and turnover intention.</p></div>