scholarly journals Perceived Fairness in Performance Appraisal System and Its Relationship with Work Performance

2016 ◽  
Vol 1 (2) ◽  
pp. 71-83
Author(s):  
Arene Ursolo Xervaser ◽  
Rusli Ahmad ◽  
Nur Fatihah Abdullah Bandar ◽  
Siti Mariam Abdullah
Keyword(s):  
Leadership Styles ◽  
Performance Appraisal ◽  
Significant Relationship ◽  
Work Performance ◽  
Pearson Correlation ◽  
Employee Perceptions ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Rating Accuracy ◽  
Performance Appraisal System

This study aims to identify employee perceptions of perceived fairness in performance appraisal system and work performance as the performance appraisal system is crucial to evaluate employees’ performance in every organization; public or private. A private Oil & Gas company in Miri, Sarawak was chosen for this study. Quantitative research method was employed in this study, and closed-ended questionnaires were used to collect data from respondents. Statistical analysis using One Way ANOVA, Pearson correlation, and Independent sample t-test were used to test the hypotheses. The findings showed that there were no significance differences between the selected demographic factors (age, gender, duration of service, highest educational level, and rank) in performance appraisal system and the work performance. Also, there was a significant relationship between the rating accuracy in the performance appraisal system and work performance. Besides that, there was a significant relationship between employee perceptions of leadership styles in decision making in the performance appraisal system and work performance. The findings also showed that employees are concerned with the evaluation and rating given by their supervisor because the outcomes of the performance appraisal will influence their career development in the organization. Thus, performance appraisal system is crucial in increasing the work performance of employees and organization. Organizations should emphasize the role of the performance appraisal system practiced in their organizations and recognize that it is important in improving employees’ performance. Future researchers are encouraged to explore further on the performance appraisal elements that have not been investigated in this study, and conduct the research with a bigger population and sample size.Keywords: Performance Appraisal System; rating accuracy; leadership styles; work performance

scholarly journals PENINGKATAN PERSEPSI KARYAWAN TERHADAP OBJEKTIVITAS PENILAIAN KINERJA MENGGUNAKAN METODE BARS DAN MBO

2021 ◽  
Vol 5 (1) ◽  
pp. 21-28
Author(s):  
Wulan Purnamasari ◽  
Ika Widya Ardhiyani
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Performance Standards ◽  
Performance Appraisals ◽  
Employee Perceptions ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Performance Appraisal Process ◽  
A Company

The performance appraisal system in a company has an important role in achieving the target of achieving a job. Employee job satisfaction with the performance appraisal system depends on the level of employee perceptions of the performance appraisal system that applies to their workplace. This research was conducted in a company PT.X which is engaged in the BOPP film industry. The performance appraisal system in the company, based on employee perceptions, is still not effective. Here, the researcher attempted to design a performance appraisal system using the BARS and MBO methods. This research was conducted by means of field surveys, literature studies, and FGDs. The BARS and MBO methods are able to assess employee performance. Where in this method it creates unclear and measurable performance standards, there is no maximum feedback on the performance of employees, often the assessment is subjective, besides the assessment is carried out once a year so that it causes management to experience difficulties in monitoring. In addition, the company only dominantly assesses work activities and behavior, without assessing the work performance of each employee. Whereas here, the company should have carried out an objective performance appraisal, by having clear and measurable assessment standards and being able to provide feedback on employee performance achievements. Thus, researchers recommend using the BARS and MBO methods in the performance appraisal process. This aims to meet the company's needs for employee performance appraisals.

The relationship between performance appraisal system and employees' voice behavior through the mediation-moderation mechanism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khalid Rasheed Memon ◽  
Bilqees Ghani
Keyword(s):  
Performance Appraisal ◽  
Psychological Empowerment ◽  
Vital Role ◽  
Voice Behavior ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Empowering Leadership ◽  
Content Type ◽  
Performance Appraisal System ◽  
The Relationship

PurposeThe purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.Design/methodology/approachData has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.FindingsResults show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.Research limitations/implicationsThe study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.Originality/valueThe study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

scholarly journals Performance appraisal as antecedents of job satisfaction among employees in a selected public institution of higher learning

2021 ◽  
Vol 124 ◽  
pp. 08002
Author(s):  
Siti Mariam Abdullah ◽  
Nur Fatihah Abdullah Bandar ◽  
Rusli Ahmad ◽  
Helmi Sumilan ◽  
Ahmad Sopian Shminan
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Work Performance ◽  
Statistical Tests ◽  
Pearson Correlation ◽  
Higher Learning ◽  
Public Institution ◽  
Quantitative Methodology ◽  
Appraisal System ◽  
Institution Of Higher Learning

Performance appraisal (PA) is an important activity in any organisation. Employers have the responsibility of evaluating the work performance of each and every employee. In acknowledgement of this, most organizations persist in conducting performance appraisals despite numerous problems and constraints. This research attempts to determine the influence of performance appraisal as antecedents of job satisfaction among employees in a selected public institution of higher learning in Sarawak, East Malaysia. Quantitative methodology using an adapted questionnaire with statistical tests like Pearson Correlation Coefficient and Multiple Linear Regression (Stepwise) were utilised to analyse the data. The findings indicated that the strengths, weaknesses, opportunities and threats of PA have a positive and significant relationship with job satisfaction. Results also revealed that the strengths of PA is one of significant factors contributing to job satisfaction among employee on the practice of performance appraisal system.

scholarly journals Performance Appraisal and Employee Development in the University of Education, Winneba, Ghana

2019 ◽  
Vol 14 (8) ◽  
pp. 83
Author(s):  
Moses Segbenya ◽  
Ernest Osei Bonsu
Keyword(s):  
Performance Appraisal ◽  
Pearson Correlation ◽  
Employee Development ◽  
Sampling Technique ◽  
Administrative Staff ◽  
Appraisal System ◽  
Multiple Sources ◽  
360 Degree Feedback ◽  
Performance Appraisal System ◽  
The University

The study examined performance appraisal (PA) and employee development in the University of Education, Winneba. The concurrent triangulation strategy or design from the pragmatic perspective was adopted for the study. A multi-stage sampling technique such as simple random, stratified and purposive sampling techniques were used to sample of 159 from a population of 271 (comprising 61 senior members and 210 senior staff) administrative staff of the University of Education, Winneba. Data collection instruments were questionnaire and unstructured interview guide. Quantitative data was analysed with frequencies, percentages, means and standard deviations, and Pearson correlation matrix. Pattern matching was used to present the qualitative data after coding and thematic analysis. The study found that administrative staff of the University were not satisfied with the present ranking PA method or system in vogue. Respondents strongly endorsed the need for 360-degree feedback PA system because it provides feedback from multiple sources and had a statistically positive significant relationship with employee development and performance. It was recommended that the management of the division of the human resource of the university should gradually phase out the existing performance appraisal system and introduce the 360-degree feedback performance appraisal system.

scholarly journals Towards the development of performance appraisal system for vcc senior and junior staff

2000 ◽  
Vol 3 ◽  
pp. 128-143
Author(s):  
Emmanuel Oheneba Agyenim-Boateng
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Rating Scale ◽  
Career Planning ◽  
Resource Planning ◽  
Appraisal System ◽  
Senior Staff ◽  
Junior Staff ◽  
Performance Appraisal System ◽  
The Ideal

The principal aim of this study was to evaluate the current VCC performance appraisal for the Junior and Senior Staff and to make recommendations for improvement or development of a new system for consideration by management. The study revealed that an effective performance appraisal system must, among other things, aim at: • Performance Improvement • Compensation Adjustments • Placement Decisions • Training and Development of Staff • Identification of Deficiencies in Staffing Process. Preparations to meet external Challenges It also revealed that management and staff use the feedback from the appraisal exercise in making important management and personal decisions including career planning Q/~d Human Resource Planning. The study further revealed that the VCC Junior and Senior Staff appraisal system document suffers from a number of problems and that there is the need to design a--l1e;V appraisal system for the assessment of VCC Junior and Senior Staff work performance. From the findings of the study, it is proposed for consideration by management, Peter Druker Management by Objectives (MBO) technique. Though this technique does not represent the ideal form of performance appraisal technique (Luthan I977), it is one of the techniques that come closest to the ideal. It represents a significant point of departure ji-om the rating scale and offers a great deal of potential for the future.

scholarly journals Factors Affecting the Satisfaction of School Teachers with Performance Appraisal System in Punjab

2020 ◽  
Vol 1 (3) ◽  
pp. 1-11
Author(s):  
Dr. Seema Arif ◽  
Muhammad Nadeem ◽  
Dr. Fazli Khaliq
Keyword(s):  
Performance Appraisal ◽  
Pearson Correlation ◽  
Sampling Technique ◽  
Final Analysis ◽  
Appraisal System ◽  
School Teachers ◽  
Complex Situation ◽  
Factors Affecting ◽  
Analysis Technique ◽  
Performance Appraisal System

Performance Appraisal System (PAS) is the tool the education department of Pakistan uses to evaluate the performance of teachers. Survey research was conducted to determine the satisfaction level of public-school teachers with conduction and outcomes of PAS. The correlational research design was planned to determine the perceptions of the teachers about their competencies in areas evaluated by PAS and its outcomes. A multistage random sampling technique was used to access the target sample of 900 higher secondary school teachers from 12 out of 36 districts of Punjab. Since it was a pioneer study, a self-constructed questionnaire was used for the survey piloted on two out of 12 selected districts. The questionnaire was distributed among 1200 teachers; 960 were retrieved, and 900 were tabulated and recorded on SPSS 21 for the final analysis. Both descriptive and inferential statistics were applied. After ensuring reliability, the items were factorized using the exploratory factor analysis technique yielding six factors. Pearson Correlation was conducted to determine the strength of the relationship among the variables, while multiple linear regressions using the stepwise method were conducted to get informed with the critical risk factors associated with the satisfaction of teachers with the conduction of PAS. The results reveal a highly complex situation faced by school teachers; though teachers have displayed complete knowledge about the conduction of the PAS process and its consequences, yet, not only the teachers seem deficient in the needed skills; they also lack motivation for self-development.

An examination of employee perceptions of a subjective performance appraisal system

1987 ◽  
Vol 2 (2) ◽  
pp. 112-121 ◽  
Author(s):  
Lawrence S. Kleiman ◽  
Michael D. Biderman ◽  
Robert H. Faley
Keyword(s):  
Performance Appraisal ◽  
Employee Perceptions ◽  
Appraisal System ◽  
Performance Appraisal System
Sign in / Sign up

Export Citation Format

Share Document