Performance Appraisal Research Articles

The feedforward interview: An innovative approach to performance appraisal

This paper describes a structured interview process intended to support managers in developing their employees. In response to the challenges with traditional feedback and performance management practices, the feedforward interview provides an alternative discussion format where the manager is focused on listening and understanding the employee, while guiding through a process to identify performance strengths. The benefits of this technique for interpersonal as well as organizational outcomes is explained.

EXPLORING THE MANIFESTATIONS OF SECOND LANGUAGE WRITING ANXIETY IN MASTER’S LEVEL DISSERTATION WRITING: A MULTIPLE-CASE STUDY

Background and Purpose: Past studies have reported negative correlation between second language writing anxiety (henceforth, as SLWA) and writing performance but little information is available on the underlying mechanism. Therefore, the study aimed to improve understanding on how and why SLWA could influence writing performance as the connection appears stronger in L2 settings. Thus, this paper describes how SLWA may manifest in master’s level dissertation writing. Methodology: In this multiple-case study, four Malaysian postgraduate students were selected as participants using purposeful sampling and the data was obtained through a combination of in-depth interviews, personal document analysis, audio journals, and supporting instruments (i.e., academic reading survey and Foreign Language Reading Anxiety Scale). Findings: The thematic data analysis revealed the following themes: 1) students’ perceived sources of SLWA are their present reasonings; 2) L2 dissertation writing has contextual significance on SLWA when students are reviewing existing literature, conceptualizing research, and writing; and 3) performance appraisal, self-perception, and cognitive dissonance link SLWA to writing performance. Contributions: Hence, this paper promotes greater understanding of SLWA as a way to inform efforts to improve students’ performance and motivation in dissertation writing. The paper also highlights important pedagogical, practical, and methodological implications. Keywords: Second language writing anxiety, master’s level dissertation writing, ESL context, dissertation writing issues, multiple-case study. Cite as: Wan Osman, W. S., Senom, F., & Sharatol Ahmad Shah, S. (2024). Exploring the manifestations of second language writing anxiety in master’s level dissertation writing: A multiple-case study. Journal of Nusantara Studies, 9(2), 57-79. http://dx.doi.org/10.24200/jonus.vol9iss2pp57-79

Influence of Principals’ Participative Leadership Style on Tutors’ Support for Implementation of Performance Appraisal in Public Primary Teachers Training Colleges in Kenya

The study aimed at investigating the influence of principals’ participative leadership style on tutors’ implementation of the performance appraisal in teachers training colleges in Kenya. The study sought to test the following null hypothesis H01: There is no significant relationship between Principals’ participative leadership style and tutors’ support for the implementation of the performance appraisal in public primary teachers training colleges in Kenya. The study was guided by the Path-Goal Theory. The study employed a descriptive research design. The study's target population comprised 840 tutors and 21 principals in the 21 public teacher training colleges in Kenya in 2021. The sample size was determined using Yamane's formula. Therefore, the sample size for tutors was 271. Stratified random sampling was used to select tutors in teachers’ training colleges in Kenya. A census was used to select all the 21 principals of training colleges in Kenya. Primary data were collected using a questionnaire for tutors and an interview guide for the 21 Principals. It was established that principals’ participative leadership style had a positive significant (β=.431, p=0.00<0.05) relationship with the implementation of performance appraisal of tutors. The study concluded that principals’ participative leadership style had a significant influence on tutors’ implementation of performance appraisal. Based on the study's findings, it is recommended that the Ministry of Education, Board of Management, Kenya Education Management Institute, teacher training colleges, universities, parents, and Quality Assurance and Standards officers collaborate in designing and implementing performance appraisal systems. This inclusive approach ensures diverse perspectives are considered, leading to a comprehensive and effective appraisal system aligned with the sector's needs

Effects of Human Resource Management Practices on Corporate Entrepreneurship at a State Agency in South Africa

Organisations face rapid changes brought about by economic, political, social and technological changes. These changes compel organisations to review their business strategies and turn to CE as an ultimate source of competitive advantage. Furthermore, the human resource management (HRM) function is crucial in formulating competencies and supporting organisations in achieving their strategic objectives. This study sought to determine the effects of HRM practices on CE at a South African state-owned agency. The study adopted a qualitative single case study design using semi-structured interviews through Microsoft Teams. A purposive sample of nine top management and human resources employees participated in the study. The interviews were recorded and subsequently analysed using ATLAS.ti 23. The study shows that three HRM practices, namely, recruitment and selection, training and development, and performance appraisal, positively affect the adoption of CE at the North West Development Corporation (NWDC) in South Africa. The study provides practical guidance on how state agencies can effectively invest and promote entrepreneurial behaviour for optimal performance. The study contributes to the body of knowledge by proposing a revised conceptual framework for increasing CE in HRM systems for internal innovation performance by incorporating HRM practices. This framework includes HRM practices such as job design, recruitment, training, performance appraisal, and compensation. Furthermore, the study introduces organisational development as a strategic contributor to the successful implementation of this framework.

The mediating effect of job satisfaction in the relationship between human resource management practices and job performance in the hospitality industry of Ghana

The study investigated the mediating role of job satisfaction in the relationship between HRM practices and job performance in the hospitality industry of Ghana. The study collected primary data from 349 hospitality establishments within the Accra Metropolitan Assembly. The study population comprised 1,745 hospitality employees within the metropolitan assembly. A total of 325 participants were selected using the simple random sampling method and structured questionnaires were administered to the chosen respondents. The study employed a quantitative approach and adopted the explanatory research design. The data gathered were analysed using SPSS. The findings indicated that the relationship between performance appraisal and job performance is statistically insignificant. However, it is worth noting that job satisfaction has a mediation effect on the relationship between HRM practices and job performance in the hospitality industry of Ghana. The study concluded that while performance appraisal is traditionally seen as a vital tool for providing feedback, the study findings suggest that its effectiveness varies and recommends that management must strive to refine their appraisal systems to offer meaningful feedback and goals for improvement, thereby boosting employee motivation and satisfaction. Keywords: HRMP, Job Satisfaction, Job Performance, Hospitality, Mediation.

Small talk as relational practice during assessment

This paper explores small talk as relational practice in performance appraisal interviews between managers at the Belgian headquarters of a small-sized service-oriented company and their sales agents who work remotely around the world. On the basis of a dataset of 14 online video-recorded appraisal interviews and two follow-up interviews with the managers, we examine by using a turn-by-turn content analysis the occurrence and function of small talk as relational practice within the specific interactional context of performance appraisal interviews. The findings show that within this specific virtual workspace context, the communicative purpose of performance appraisal interviews transcends assessment, as the managers make use of small talk to fulfill the additional aim of instilling the company’s corporate culture and personal approach in its employees. We reflect on the meaning of relational practice in the workplace and argue that the communicative purpose of such interactions is broadened so as to adapt to the globalized needs of modern companies.

Remediation of lead toxicity with waste-bio materials from aqueous solutions in fixed-bed column using response surface methodology

Heavy metal ions pose significant risks to human health, pelagic, and several other life forms due to perniciousness, tendency to accumulate, and resistance to biodegradation. Waste bio-materials extend a budding alternative as low-cost adsorbent to address the removal of noxious pollutants from wastewater on account of being cost-effective and exhibiting exceptional adsorption capacities. The current exploration was accomplished to gauge the performance of raw and modified human hair concerning lead scavenging in a down-flow fixed bed column. The appraisal of column performance under varying operational parameters encompassing bed height (15–45 cm), influent metal ion concentration (60–140 mg L−1), and a solution flow rate (20–40 mL min−1) was performed by breakthrough curve analysis. The consequences acquired were evaluated using the Yoon Nelson, Thomas, Adam-Bohart, and Bed Depth Service Time (BDST) model. Among these employed models, Bed Depth Service Time (BDST) and Thomas models exhibited the highest R-squared value compared to the Yoon Nelson and Adam-Bohart's model for most cases. In addition, the optimization of lead adsorption was followed using the Box-Behnken design of response surface methodology (RSM). The optimal conditions (desirability-1.00) for achieving a goal of maximum percent removal of lead ions were marked to be a bed height of 42.79 cm, solution flow rate of 20.92 mL min−1, and an initial metal concentration of 139.51 mg L−1. Under these optimized conditions, the percent amputation of lead in a fixed bed was observed to be 82.31 %, while the results of the experiment performed approximately under these optimized conditions revealed a percent removal of 85.05 %, reflecting a reasonable conformity with values acquired through Box-Behnken design.

Human resource management (HRM) practices and organizational commitment in higher educational institution (HEI): a mediating role for work engagement

Purpose This study aims to investigate the effects of HRM practices on administrative and faculty members’ work engagement and organizational commitment at Minhaj University Lahore, Pakistan. The primary objectives of the research are to investigate how HRM practices – such as selection and recruitment, training and development, rewards and compensation, job security, employee, participation and performance appraisal, directly and indirectly, influence organizational commitment via work engagement. Design/methodology/approach The study uses a quantitative research methodology using a survey questionnaire given to academic and administrative staff at Minhaj University Lahore. For descriptive statistics, SPSS was used, and Smart PLS 3.3.3 was used for structural equation modelling (SEM). Findings The results indicate that while selection and recruitment, rewards and compensation and job security do not show a significant direct impact, training and development, employee participation and performance appraisal significantly influence work engagement. Moreover, work engagement also influenced organizational commitment. In addition, work engagement significantly mediates the relationship between training and development, employee participation, performance appraisal and organizational commitment. However, selection and recruitment, rewards and compensation and job security do not show significant mediation effects. Practical implications To enhance work engagement in Pakistani HEIs, focus on tailored training, active faculty participation, effective appraisals and competitive compensation while fostering a supportive environment and recognizing accomplishments to increase commitment and institutional performance. Originality/value This study emphasizes the importance of particular tactics catered to the regional academic context for institutional performance and sustainability, providing novel insights into enhancing work engagement and organizational commitment in Pakistani higher education.

The Mediating Role of Talent Management in Succession Planning and Private Organization Sustainability: A Conceptual Article

In the contemporary landscape of business, talent management has emerged as a strategic imperative for organisations aiming to enhance their performance and ensure long-term sustainability. The recognition of talent management's significance lies in its ability to attract, retain, and nurture key talents within an organisation. This process is particularly crucial for private enterprises, where human capital plays a pivotal role in driving innovation, productivity, and competitive advantage. Talent management operates within the broader framework of succession planning, which itself is a critical component of effective human resource planning. Succession planning involves identifying and developing internal talent to fill key leadership positions as they become vacant. This proactive approach not only mitigates the risks associated with leadership transitions but also ensures continuity and stability within the organization. This study delves into the intricate relationship between talent management and succession planning, specifically focusing on their impact on organizational sustainability. By conducting a comprehensive review of existing literature, the study aims to uncover insights into how talent management practices contribute to shaping effective succession planning strategies. Key areas of investigation include planning practices, training and development initiatives, performance appraisal systems, talent retention strategies, and overall talent management policies. Through the proposed conceptual model, the study seeks to elucidate the dynamics that connect succession planning and organizational sustainability within the context of talent management. By integrating these elements, organizations can better align their talent strategies with long-term sustainability goals, thereby enhancing their resilience and competitive positioning in the Nigerian business landscape.

Performance Appraisal Practices and Organizational Citizenship Behavior: Evidence from Jordan

Performance appraisal practices and organizational citizenship behavior are critical to leading employee recognition. This study examines the impact of performance appraisals on organizational citizenship behavior among employees at Jordanian private universities. A total of 170 administrative employees from Jordan's private universities participated in the study by distributing questionnaires using random sampling. The results of a regression analysis confirm the significance and positive impact of evaluating performance appraisal practices on organizational citizenship behavior. Finally, performance appraisal practices motivate the practice of organizational citizenship behaviors such as generosity, altruism, civilized behavior, general commitment, and sports spirit. Based on that, these results contribute to a better understanding of the impact of performance appraisal on organizational citizenship behavior. Also, this study reveals that private university employees exhibit this practice to a high degree, and they attribute this to a variety of factors, including performance appraisal, passion, human relationships, friendship, and human tendencies toward assisting.

Analysis of Determinants of Performance Appraisal in Relation to Staff Productivity in University Libraries in Akwa Ibom State, Nigeria

Analysis of Determinants of Performance Appraisal in Relation to Staff Productivity in University Libraries in Akwa Ibom State, Nigeria

The effect of government-firm relationship on pollution reduction: The role of official performance appraisal

This paper investigates the unexpected positive effect of the government-firm relationship on environmental governance in the context of the reform of official performance appraisal (OPA) in China. In 2013, the central government launched an OPA reform that aimed to reduce the dependence on GDP growth and increase the focus on environmental protection in the appraisal process. According to the empirical results, in cities with mayors who have promotion incentives, firms that received favor from local governments can significantly reduce air pollutant emissions after the OPA reform. These findings remain robust even after conducting various tests, such as parallel trend test, omitted variables, and alternative explanations. This paper demonstrates that a reciprocal relationship between governments and firms can benefit society with the appropriate incentives.

Application of Information Technology in Performance Appraisal Management of State Owned Enterprises

Application of Information Technology in Performance Appraisal Management of State Owned Enterprises

Performance appraisal interval and employee exploratory innovation behavior: the curvilinear relationship and the boundary conditions

PurposeCompressing project timelines represents a prevalent temporal tactic aimed at accelerating the innovation process. However, empirical evidence on the impact of such time constraints on innovation remains inconclusive. This study aims to investigate the relationship between a prevalent organizational time mechanism—Performance Appraisal Interval (PAI)—and employee exploratory innovation behavior. Additionally, we explore the boundary conditions that may influence this relationship: the moderating effects of future work self salience and supervisory developmental feedback.Design/methodology/approachUsing online survey data collected in two waves from 426 employees working in hi-tech companies in China, we tested all the hypotheses.Findings(1) PAI demonstrates an inverted U-shaped influence on employees exploratory innovation behavior; (2) Employees’ future work self salience serves as a moderator that enhances the positive nature of this inverted U-shaped relationship; (3) Supervisory developmental feedback amplifies the moderating role of future work self salience, and the synergistic effect of PAI, future work self salience, and supervisory developmental feedback significantly enhances exploratory innovation behavior.Practical implicationsBy providing insights that are attuned to the temporal aspects of performance appraisal, this study aids organizations in making more informed, strategic decisions that enhance both the effectiveness of performance assessments and the cultivation of an environment that encourages exploratory innovation. Additionally, it is recommended that organizational leaders incorporate future-oriented interventions and developmental feedback into their management practices to further promote employees' engagement in exploratory innovation.Originality/valueDrawing on the interactive theory of performance, this study introduces a novel perspective on how an organizational temporal mechanism influences exploratory innovation and advances our understanding of the non-linear link between time constraints and employees' innovative behaviors.

Dampak Ganda Persepsi Karyawan dan Kemandirian terhadap Hasil Kinerja

Quality feedback is essential for performance reviews to positively influence employees' behavior. This study explores two novel relationships between staff members' perceptions and employee performance. An analysis of personnel indicators suggests that the connections between performance evaluations of various forms of self-employment and personal development are mediated by employees' fundamental motivations and significantly influenced by their independence. This finding underscores the critical role of self-reliance in the relationship between overall performance and perceived performance improvements. It is crucial to highlight the implications of employee engagement in conjunction with independence and freedom. Incorporating employees with a high degree of independence into comprehensive performance reviews may enhance their confidence. The study concludes that while communication improves for employees whose independence is at risk, it deteriorates for those who are committed to maintaining their independence. The primary goal of this research is to compare two different models that link employee perceptions to performance outcomes. The relationship between perceived performance evaluations and actual performance is determined by employees' fundamental motives and is strongly supported by their independence. The most significant finding is how self-regulation measures the association between perceived enhanced performance ratings and actual performance. Consequently, the implications for fostering employee participation, independence, and freedom should be emphasized. This may encourage the use of performance appraisals that involve employees with high levels of independence. The study also summarizes that while relationships are positive for employees with lower independence, they are negative for those with strong autonomy.

Performance Appraisal's Role in Employee Development: A Structured Equation Modeling Perspective at Etico Life Science Pvt Ltd

Performance Appraisal's Role in Employee Development: A Structured Equation Modeling Perspective at Etico Life Science Pvt Ltd

Performance Appraisal of Library Staff in Nigerian University Libraries

Performance Appraisal of Library Staff in Nigerian University Libraries

Effects of Financial Incentives, Performance Appraisal, and Employee Recognition on Work Motivation of Start-Up Employee

This study examines the effects of financial incentives, performance appraisal systems, and employee recognition on work motivation among employees in start-up environments. Utilizing a sample of 300 start-up employees, data were analyzed using descriptive statistics, reliability analysis, correlation analysis, and multiple regression analysis with SPSS software. The results indicate that all three factors—financial incentives, performance appraisal systems, and employee recognition—positively and significantly influence work motivation, with financial incentives having the strongest impact. Interaction effects analysis further reveals that the combined impact of these factors is greater than their individual effects, suggesting a synergistic relationship. The study's findings underscore the importance of a holistic approach to employee motivation, integrating financial rewards, effective performance evaluations, and meaningful recognition to enhance motivation and organizational performance in start-ups.

Primary health care response to noncommunicable diseases: an assessment of Wellness Clinics in Ghana

BackgroundGlobally, there is a significant unmet need for the rapidly growing burden of Non-Communicable Diseases (NCDs). Ghana has adopted and implemented Wellness Clinics (WC) nationwide to respond to the rising burden of NCDs. Regrettably, very little is known about WCs, including their structure and the services they offer. This study explores the concept of WC, their structure, position within the hospital environment, and services from the perspectives of healthcare providers and clients.MethodsAn exploratory qualitative study was conducted with health professionals (n = 12) and clients (n = 26) of Wellness Clinics in two district hospitals and one regional hospital in a deprived region of Ghana where NCDs are rising. Using the WHO-PEN approach, an interview guide was purposely designed for this study. The data were analysed thematically using Atlas.ti.ResultsAll three Wellness Clinics were sub-units under the outpatient department. The WC was created by the facilities to respond to the increase in NCDs and to meet annual performance review requirements. The Wellness Clinics provided NCD diagnosis, counselling, and treatment services to approximately 300 clients per week at the facility level. Only one of the WCs provided NCD prevention services at the community level. Integrated NCD care was also provided at the WC, despite the health system and individual-level challenges reported by the health workers and clients.ConclusionThe implementation of the Wellness Clinic demonstrates the government’s commitment to addressing the increasing burden of NCDs in Ghana through the primary health system. To maximise the impact of the wellness clinics, we recommend developing best practices, providing logistics, and addressing health insurance challenges.

Performance Appraisal of Library Staff in Nigerian University Libraries

Performance Appraisal of Library Staff in Nigerian University Libraries