Performance Appraisal Satisfaction Research Articles

Linking quality supervisory support to turnover intentions among rural healthcare professionals: The mediating role of performance appraisal satisfaction and moderating role of perceived organizational support

This study examines the relationships among quality supervision, performance appraisal satisfaction, and employee turnover. It explores the moderating role of perceived organizational support in these relationships within the context of rural healthcare. Data for this study were obtained from an online survey of employees from a large rural health facility in the Southeastern United States. Hypothesized relationships were examined using regression-based moderated mediation analysis. The empirical results suggest a negative relationship between the quality of supervisory support and turnover intentions, mediated partially by employees’ performance appraisal satisfaction. The indirect effect of quality supervisory support on turnover intention and the direct effect of performance appraisal satisfaction on turnover were also found to be moderated by perceived organizational support. Understanding factors that drive employee retention can help inform effective managerial practices and interventions for reducing turnover. Our study contributes to practice and the existing literature by examining the boundary conditions of perceived organizational support on the direct and indirect association between quality supervisory support and turnover intentions via performance appraisal satisfaction.

Does performance appraisal legitimacy predict employee sabotage and innovative behaviors? The mediating role of performance appraisal satisfaction

This study examines whether three employee perceptions, namely perceived organizational justice (POJ), perceived leader-member exchange (LMX), and perceived ethical climate (EC), predict performance appraisal satisfaction (PAS). In turn, whether PAS influences two employee behaviors, namely innovative work behavior (IB) and employee sabotage behavior (SSB). Moreover, it examines the mediating effect of PAS in the relationships between employee perceptions (POJ, LMX, EC) and employee behaviors (SSB, IB). 600 questionnaires were distributed to frontline hotel employees from 5-star hotels in Egypt using a convenience sampling approach. The results revealed that POJ, LMX, and EC have a significant positive impact on PAS. Furthermore, PAS has a significant negative impact on SSB and a significant positive impact on IB. The study confirms the full mediating effect of PAS between POJ and SSB and LMX and SSB, and the partial mediating effect of PAS between POJ and IB, LMX and IB, and EC and IB. However, the current study found no evidence for the mediating effect of PAS on the relationships between EC and IB. The results of the current study demonstrate that, if hotel managers and owners would like to increase the innovative behaviors, and decrease the sabotage behaviors, of their employees, they need to ensure that PAs are perceived satisfactorily. The current study has made several novel contributions. It is one of the first studies to link EC to SSB and IB, and to connect POJ to IB, either directly or indirectly through PAS.

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.

IMPACT OF JUSTICE IN EMPLOYEE PERFORMANCE AND MODERATING ROLE OF ARTIFICIAL INTELLIGENCE: A CONCEPTUAL STUDY

This study investigates the impact of justice’s dimensions: distributive justice, procedural justice, interactional justice on performance appraisal satisfaction, and artificial intelligence utilisation to improve employee performance in Penang multinational companies (MNCs). They are grounded with Organizational Justice Theory as the theoretical framework to examine the relationship between Artificial Intelligence utilisation in enhancing justice to improve employee performance. In conducting this study, the required data will be collected through a closed-ended structured questionnaire in Penang, Malaysia. The questionnaire was adopted and adapted from many related studies. The data collection approach for this research is based on internet-based technologies such as online platforms. This paper proposes ways of managing employee performance by boosting performance appraisal satisfaction based on a practical performance appraisal that is relevant and unbiased. The paper will provide novelty into justice in performance appraisal through artificial intelligence that is pivotal to the employee performance optimisation in Penang multinational companies. The paper will help organisations recognise the significance of enhancing the performance appraisal as a practical strategic approach to integrate human resource activities with business policies and provide a better understanding of the impact of justice to the performance appraisal in the Penang multinational companies (MNCs).

The Effect of HRM Practices: Performance Appraisal System and Career Development on Turnover Intention

The purpose of this study is to determine the impact of Performance Appraisal System (PAS) and Career Development (CD) on Turnover Intention (TI). The sample was made up of executive-level employees from large-scale garment factories in Sri Lanka. For the final data analysis, 386 samples were used. The hypotheses were tested using structural equation modeling. According to the findings, PAS has a significant negative impact on TI, whereas CD has a positive impact on TI. The study concluded that improving Performance Appraisal Satisfaction can lower employees' Turnover Intention, whereas improving Career Development lowers employees' TI. Improved Career Advancement in this case indicates that employee CD expectations are high. As a result, the organization should develop Performance Appraisal and Career Development strategies, especially for executives. Many studies in the garment industry look at the social and working environments, but little is said about how PAS and CD affect TI. The findings have theoretical implications, filling a literature gap.

Satisfaction matters: the relationships between HRM practices, work engagement and turnover intention

PurposeThis study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal satisfaction and pay satisfaction) on work engagement and subsequently employee turnover intentions. The mediating role of work engagement between employee satisfaction with HRM practices and turnover intentions is also assessed.Design/methodology/approachData were collected from Malaysian oil and gas (O&G) professionals. A total of 442 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesised relationships.FindingsThe findings indicate that training satisfaction and performance appraisal satisfaction are the key drivers of employee engagement at work. Work engagement in turn has a negative impact on employee turnover intentions. Furthermore, work engagement mediates the relationship between employees' satisfaction with HRM practices (i.e. training satisfaction and performance appraisal satisfaction) and turnover intentions. Nevertheless, it did not have any mediating effect on pay satisfaction and turnover intention.Practical implicationsTraining plans should be designed to make the relevant jobs more attractive and fulfilling, thus increasing employees' level of work engagement. Besides, ensuring that the appraisal system is fair is pivotal to work engagement. Work engagement will cultivate a strong sense of emotional attachment between employees and employers, thus reducing the turnover intention of Malaysian O&G professionals.Originality/valueTo date, little has been done on employees' satisfaction with HRM practices with respect to their attitudinal and behavioural outcomes. The present study enhances our understanding of the importance of employees' satisfaction with HRM practices and its relation to employees' work engagement and turnover intentions.

The Effect of Management by Objectives on Performance Appraisal and Employee Satisfaction in Commercial Banks

Management by Objectives (MBO) is one of the most effective performance appraisal method widely used in the organization. This study deals with the effect of Management by Objectives on performance appraisal and employee satisfaction. A self-administered questionnaire was used to judge the perception of the employees regarding MBO and its effect on their performance appraisal and employee satisfaction. The number of participants included in the survey was 60 employees from 33 commercial banks at Rajshahi Division in Bangladesh. This study aims to identify the respondent’s demographic profile such as age, education, salary, and banking experience and reveals the importance of MBO on their performance appraisal and employee satisfaction. IBM SPSS v23.0 program has been used to analyze the questionnaire. Descriptive analysis, Pearson correlation analysis, and Regression analysis used to test the hypotheses. Econometric results suggest that MBO should be used as a method of performance appraisal and most of the commercial banks use Management by Objectives as an effective tool. In our correlation analysis we found performance appraisal and employee satisfaction have a significant positive relationship ( r =0.715). Performance appraisal increase employee satisfaction. Employee satisfaction increase productivity and effectiveness in the organization. Proper reward mechanism increase satisfaction level of the employees. Keywords: Commercial Banks, Employee Satisfaction, Management by Objectives, Organizational Effectiveness and Performance Appraisal. DOI: 10.7176/EJBM/12-20-02 Publication date: July 31 st 2020

Human Resource Management and the Performance Appraisal: satisfaction analysis of the Guarda Nacional Republicana Administration Officers

In a culture of development and globalization, organizations need to value their human capital. It is here that Human Resources Management and each of its areas of expertise gain importance, among them the Performance Appraisal, as it has a direct impact on the results of organizations and the performance of employees. It is from here that the subject of this research arises, to analyze the Performance Appraisal satisfaction of the Officers of Administration of the Guarda Nacional Republicana. This investigation is pertinent due to the lack of studies in public sector organizations, of which the Guarda Nacional Republicana is part, as one military security force. The overall objective of this paper is to analyze the satisfaction resulting from the Performance Appraisal process in the Guarda Nacional Republicana. Following the hypotheticaldeductive method, a questionnaire survey allowed to collect enough data to test the hypotheses of investigation, using parametric and nonparametric techniques. Thus, it was possible to conclude that the Administration Officers of the Guarda Nacional Republicana feel a slight Performance Appraisal satisfaction. This result was strongly influenced by the unsatisfactory results related to the Performance Appraisal System and the Performance Appraisal Interview, notorious in the results of the analysis of the data collected.

Moderating and mediating role of intrinsic motivation on developmental performance appraisal satisfaction and affective organizational commitment: A study in Nepal

Moderating and mediating role of intrinsic motivation on developmental performance appraisal satisfaction and affective organizational commitment: A study in Nepal

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.

Performance appraisal satisfaction and turnover intention

PurposeThe purpose of this paper is to examine the impact of performance appraisal satisfaction (PAS) on work engagement (WE) and the impact of WE on turnover intention. Furthermore, this paper investigates the mediating effect of WE between PAS and turnover intention.Design/methodology/approachThe sample consisted of employees of 12 oil and gas organisations operating in Malaysia. The data collection process consists of two surveys using a three-month time lag approach. A total of 295 samples were used for the final data analysis. Partial least squares structural equation modelling was performed to test the research hypotheses.FindingsThe results indicate a strong causal relation between PAS, WE and turnover intentions. In brief, PAS was found to be a predictor of WE, and WE has a negative impact on employees’ turnover intention. Furthermore, WE proved to be a mediator between PAS and turnover intentions.Practical implicationsThe findings of this study can be used as a basis to consider PAS to increase employees’ level of WE and to decrease voluntary turnover. Overall, the findings provide pragmatic insights for human resource management practitioners and relevant stakeholders.Originality/valueTo date, little is known about the interrelationship between PAS, WE and turnover intention. Importantly, the mediating role of WE between PAS and turnover intention has remained unexplored. This study fills this gap in the existing literature.

An assessment of performance appraisal satisfaction levels among physicians: Investigation from the healthcare sector in Qatar

An assessment of performance appraisal satisfaction levels among physicians: Investigation from the healthcare sector in Qatar

PENGARUH PERSEPSI KEADILAN TERHADAP KEPUASAN PENILAIAN KINERJA

This research aims to analyze the influence of perceptions of fairness on satisfaction of performance appraisal. The research method used quantitative descriptive analysis method by testing a sample of 100 employees of the second largest Foundation of Islamic Education in Yogyakarta. Data analysis techniques using SPSS version 21. Findings in this study indicate that there is an effect of fairness on satisfaction of performance appraisal. The implication of this study is that efforts to create employee satisfaction in performance appraisal are inevitable to always be realized because they will be indicators of the effectiveness or failure of the performance appraisal function carried out by an organization. The limitations of this study are limited to one organization so that the results of the study cannot be generalized to other organizational conditions, both similar and different. 
 Keywords: fairness perception, performance appraisal satisfaction

Relationships Between Trust, Organizational Justice and Performance Appraisal Satisfaction: Evidence from Public Higher Educational Institution in Malaysia

The main objective of this present study is to reveal the role of trust as a mediator in the relationship between organizational justice and performance appraisal satisfaction. This study is carried out by distributing questionnaire among 340 staffs. In this research, the questionnaire is administered to staffs from various schools in one of the Malaysian Public Higher Educational Institution (PHEI). Data are analysed by using the PROCESS (Hayes, 2013). As a result, a significant effect of organizational justice on performance appraisal satisfaction with trust as the mediator F(2, 337)=.396, p<.01, R2=.7016, β=.7813, t(337)=21.29, p<.01 is found in this study. A Sobel test is conducted and found a mediation on the model (z=3.2447, p=.00, K2=.0213). Therefore, it is found that trust mediated the relationship between organizational justice and performance appraisal satisfaction. Cultivating the degree of trust among staffs towards the performance appraisal satisfaction; and creating a conductive environment for staffs to improve their perceived organizational justice are the best strategies to achieve the goal for performance appraisal satisfaction in this institution. Theoretical and practical implications based on the results of this study are highlighted. In this line, few suggestions for the institution management are provided.

A Review of the Influencing Factors of Ratee Performance Appraisal Satisfaction

Performance appraisal satisfaction can help companies to judge the effectiveness of performance appraisal system and influence employee's attitude and behavior. Therefore, it is worth paying attention to the study of antecedents of performance appraisal satisfaction. Through reviewing the previous literature, the paper divides the factors that affect the performance evaluation satisfaction into the level of the ratees, raters, the performance appraisal system, and the relationship between ratees and raters. At the end of this paper, the existing research is summarized, and the future research is prospected according to the shortcomings of the existing research.

Developmental performance appraisal satisfaction and affective organizational commitment: moderating and mediating role of intrinsic motivation

This study has examined the direct and interactive effects of performance appraisal satisfaction and intrinsic motivation on affective organizational commitment. Self-reported perceptual cross-sectional data obtained from 358 employees working in the Nepalese insurance industry have been analysed quantitatively. Direct effects of performance appraisal satisfaction on intrinsic motivation as well as on affective organizational commitment were significant. Intrinsic motivation antagonistically moderated the relationship of performance appraisal satisfaction with affective organizational commitment. Where, relatively negative strong prediction of performance appraisal satisfaction on affective organizational commitment was for those employees who had a high level of intrinsic motivation and vice versa. Likewise, the intrinsic motivation mediated the relationship between performance appraisal satisfactions to affective organizational commitment. Out of total mediated effected size of performance appraisal satisfaction to affective organizational commitment, 38% effect size went through intrinsic motivation.

The Relationships Among Performance Appraisal Satisfaction, Career Development and Creative Behavior

The impact of performance appraisal satisfaction on employee attitudes and behavior is well established in the literature. Employees who are satisfied with performance appraisals at work are expected to be more satisfied and motivated at work. However, current research has not empirically established whether performance appraisal satisfaction leads to creative behavior at work. Creative behavior is one of the key factors that helps companies to remain competitive in the market. One of the main objectives of this paper is to investigate the relationship between performance appraisal satisfaction and creative behavior. Another objective of this research is to examine the relationship between satisfaction with appraisal and perceptions of career development which is considered a top priority for many employees. Career development at work remains a highly sought element that employees look for in a job. Although performance appraisal systems are expected to include discussions of career development, there has been limited studies which explicitly tested whether satisfaction with appraisal can positively impact perceptions of career development at work. A sample of 128 respondents from the country of Lebanon took part in this study. All variables of interest including performance appraisal satisfaction, career development, and creative behavior were measured using well-established scales. All scales achieved acceptable Cronbach's alpha levels in this study. Regression analysis showed that performance appraisal satisfaction is positively related to both creative behavior and career development. Moreover, this study tested the role of career development in the relationship between performance appraisal satisfaction and creative behavior. Mediation analysis showed that career development fully mediated the relationship between performance appraisal satisfaction and creative behavior. In other words, when career development was entered into the equation, the relationship between performance appraisal satisfaction and creative behavior became insignificant suggesting full mediation. This demonstrates that companies that fail to build effective career development systems at work may not be able to secure employee creativity, regardless of whether the performance appraisal systems are considered satisfying by employees. Discussions and management implications are presented in this paper. The paper concludes with the study limitations and offers suggestions for future research.

The Impact of Perceived Leadership Style on Performance Appraisal Satisfaction and Organizational Diagnosis in terms of Turnover Intention

The present paper aimed to examine the extent to which the leadership style perceived by employees affects organizational development and employees’ satisfaction with performance appraisal system and turnover intention between such relationships. For this purpose, this study utilized a descriptive survey method and collected data using questionnaires. The study sample included 245 participants. The data were analyzed using structural equation modeling. Results demonstrated that perceived leadership style has a positive effect on both organizational diagnosis and performance appraisal satisfaction, while turnover intention is only negatively affected by performance appraisal satisfaction.

PERFORMANCE APPRAISAL SATISFACTION IN ORGANIZATIONS

1. IntroductionRealistic, constantly applied, unambiguously and soundly conveyed and satisfactorily grasped performance expectations generate employee confidence, employer reliability, and uninterrupted employment relationships. An agreement on performance expectations indicates employer reliability and generates employee confidence (Cesaroni et al., 2015), which may bolster an investment in reinforced job performance. The expectation climate strength clarifies the level of accord on the required conduct among job incumbents (a strong climate signals a high degree of agreement). The expectation climate strength indicates the reliability of an organization (Jenner, 2016) and is instrumental in influencing staffmembers? convictions that the entity can be confided in. In a weak climate, requirement indications are incoherent and unstable. Staff members are less inferable to have beneficial requirements of the organization?s capacity to be trustworthy. (Audenaert et al., 2016)2.The Link between Performance Appraisal Satisfaction and Individuals? Psychological ReactionsWhen there is not any agreement on job requirements, staff members may regard management to be somewhat incompetent when managing individuals in a reasonable and harmonious fashion. Confidence may be jeopardized if staff members are knowledgeable of conflicting and arbitrary requirements. Job incumbents may regard the required quality and amount of work discordantly (L?z?roiu, 2015), and may envision distinct expectations. As a result of the interplays among job incumbents, the ambiguity may be amplified and it is less obvious to individuals what is required from them to carry out steadily. When the expectation climate (Nica, 2016a, b, c) is strong, staff members confide in the organization as they can demand a coherent and foreseeable treatment. As they rely on the employer, they feel poised to work hard for a strong performance. Employees feel they can depend on the organization to be transparent and harmonious on what is required from them. (Audenaert et al., 2016)Extrinsically motivated conducts are ruled by the likelihood of instrumental gain and loss. Intrinsically motivated conducts are involved for their own benefit (Peters, 2015), not being instrumental in relation to some other result. Intrinsic motivation is related to enhanced performance. The durability of the connection is determined by how performance is construed. Both intrinsic and extrinsic motivation are somewhat functional in performance settings. Undertakings highlighting performance quality have a stable connection to intrinsic motivation (Ionescu, 2016a, b, c), whereas those stressing performance quantity have a less strong association with it. Quality-type assignments are likely to necessitate a superior level of intricacy and commitment of more expertise, which requires a lot of personal investment. The occurrence and possibility of performance-salient determinants should affect the link between intrinsic motivation and performance. (Cerasoli et al., 2014)Developmental use concentrates on experiences and expertise that staff members should assimilate and which are recognized by the utilization of performance assessments. The latter are satisfactorily adjusted to identify strong points and drawbacks (Peters and Besley, 2016) and assist in establishing goals and enhancing employee performance. Mediocre performers may be determined and may obtain feedback on how to advance in the longer haul. A gain of performance appraisals is that the supplied feedback and interaction may suggest staff members that they are being appreciated by their managers and the organization, which makes them perceive themselves more as com- ponent of the entity. As a result of the constant controlling of staff members' endeavor and conduct, some individuals may feel confined in the manner they can manage and carry out their undertakings, which may lead to an adverse influence on job satisfaction. …

Relationships among performance appraisal satisfaction, work–family conflict and job stress

AbstractThe purpose of this paper is to examine the relationship between performance appraisal satisfaction, job stress and work–family conflict. Furthermore, the study explores the role of job stress as a mediator between satisfaction with performance appraisal and work–family conflict. The total sample consisted of 120 participants from different industries. The findings revealed that performance appraisal satisfaction was negatively correlated with job stress and work–family conflict. However, job stress fully mediated the relationship between performance appraisal satisfaction and work–family conflict. The study contributes to the limited body of knowledge on employee reactions to performance appraisal and in particular, performance appraisal satisfaction. The findings can help to shed more light on the relationship between performance appraisal satisfaction and employees’ psychological responses.