Examining the Relationship of Performance Appraisal System and Employee Satisfaction Abstract Rabia Karimi BBA - HRM Muhamad Imran Malik Lecturer Dr. Examine Relationship between Employees Satisfaction on Performance Appraisal System with Fairness of the System. Supriya Mahajan. Uploaded by. Supriya. The current study aims to examine the relationship of employee performance appraisal system (PER) and employee satisfaction (SAT) in a sample of
When Employee feels that there is some Pakistan are applying some of the contemporary partial behaviour done by the Rater who evaluate the performance appraisal methods like Adjective Rating Scale, performance on the basis of religion, cast, gender etc. When the Employee traditional way which reminds of the British colonial feels that they are not getting proper feedback of their legacy. Understanding Fairness in Systems. The findings of this study are important for at performance appraisal practices is important for least two reasons.
By using data of employees of multinational Ikramullah et al. Moreover, high interpersonal justice and The result indicate that the employee with high quality distributive justice also revealed issues with the system. The results of the study indicate that appraisal process and satisfaction toward the Performance employees perceive that the Performance Appraisal System Appraisal System Relationships.
The findings showed that of the institution is affected by subjectivity, and is distributive and informational justice are significantly influenced by some major Errors. The findings have serious related to satisfaction with the last appraisal ratings; managerial implications for training, motivation and distributive, interpersonal and informational justice are provision of resources for effective performance appraisal.
Kondrasuk Conducted research to ascertain distributive and informational justice are related to all problems that are occurring with present Performance satisfaction toward the Performance Appraisal System. A list of 76 performance appraisal also showed that distributive, interpersonal and problems was reduced to 4 general categories and find out informational justices are related to overall employees' that Performance Appraisal Systems are improved by satisfaction.
However, the most important changes the relationship between independent variable i. January- March, perception on performance appraisal.
The result showed relationship between the independent variable motivational that organisational commitment, job satisfaction and motive and punishment motive with dependent variable demographic variables are the important factors in employee turnover intention. Birte Asmu investigates how one of the crucial and most delicate activities in performance appraisal interviews, Selvarajan et al. The results performance appraisal characteristics Performance indicate that there is an orientation to critical feedback as a appraisal purpose, appraisal source and feedback richness socially problematic action despite the institutional and employee perception of appraisal accuracy and character of the talk.
Further this study examine the relationship between perceived accuracy Doleh and Veir explore the attitudes of human and perceived Fairness on appraisal satisfaction and resource managers working in the Jordanian private and motivation to improve performance in the future and find public organizations towards the functions of their out that multisource performance appraisal in the Mexican Performance Appraisal Systems, and to the ways in which Context were positively related to perception of Performance Appraisal Systems are implemented.
Major distributive, procedural and interactive Fairness. It also find research findings of this empirical study include that that performance appraisal from multisource in the Mexican Performance Appraisal Systems had a moderate impact on Context were also negatively related to perceived accuracy the four functions of Performance Appraisal Systems.
This study also suggest that appraisal that are These functions were grouped as: The result indicate that there training needs, transfers and assignments. This study also was significant difference of Fairness perception among indicated that performance appraisals were conducted once supervisory and non-supervisory working in two public a year, and the appraise managers were primarily sector department and supervisory employees perceive responsible for conducting performance appraisals.
Migiro appraise the Performance Appraisal System Chu proposed a comprehensive framework of in the bank of Botswana. This study uses the qualitative performance appraisal including six categories, namely, research design. Sample of the study was drawn from a appraisal purposes, appraisal personnel, appraisal criteria, population of employees working in all nine appraisal methods, appraisal timing and appraisal feedback. It was also found out that the The framework incorporates attitudinal and motivational reward system does not show a positive reflection of effects of performance monitoring on monitored employees performance system outcomes.
The Saeed et al. The article includes implementation of performance appraisal and finds that the specific propositions for additional research and general employees are aware about the useful outcomes of the directions for future research in performance monitoring.
Although these studies did not make employees highly dissatisfied with the system.
Examining the Relationship of Performance Appraisal System and Employee Satisfaction
This research Performance Appraisal System. January- March, Manning identify a variation to more common Research Design: The author suggests a self-evaluation Descriptive Research Design has been used to achieve the component be added to the standard supervisor review.
This objectives of the study. The results potentially lead the Sampling Size: For this study, employees have been taken as the He emphasize that this evaluation process always result in sample.
Examining the Relationship of Performance Appraisal System and Employee Satisfaction - PDF
The sample has been collected from four an engaging discussion between the employee and manager. Here employees are the faculty The author also suggest that an appraisal that does not members of the educational institutes.
Convenience sampling technique has been used in this study. Selection of faculty members and institutes is done Evans states that it is essential to create work according to convenience sampling technique. It must include an appraisal This section contains the analysis of data collected during system that is understood by all members of the the survey. If the system of the organisation is not fair that means employee is not satisfied with their appraisal The above table shows that out of respondents 3 system which leads to the result of leaving the job by the respondents are strongly disagree with the statement that employee.
That means increase in Employee Attrition. The they are satisfied with their appraisal System. That means with respect to Performance Appraisal System of their maximum no.
Maximum no of respondents feel that they are satisfied with To find out the relationship between Employee their Performance Appraisal System. The hypothesis based on The hypotheses has made according to the second objective this objective is of the study i.
To achieve this objective firstly the Fairness average of the Sources of data: After taking For this study both primary as well as secondary data was average all the respondents has one value of Fairness. The primary data for the study has been collected with the help of faculty members by using well-structured questionnaire and secondary data was collected from books, journals and various websites. Correlation is significant at the 0. The institutes have to shows that there is a positive correlation between Employee make some strategies so that the faculty members are Satisfaction on Performance Appraisal System with satisfied with their appraisal System.
Firstly institute Fairness of the System. That means Performance Appraisal should know why their faculty members are dissatisfied System should be fair so that employees are satisfied with with their appraisal System. The reason of dissatisfaction their appraisal System. This correlation also shows that may be they are not getting proper output or according to employees are satisfied with their Performance Appraisal them their System is not fair the reason of dissatisfaction System when their System is fair and there is no partial may be any but the institute has to make some strategies so behaviour is done on the basis of the System.
So by using strategies System. Responses were gathered through closed ended questionnaire adopted from earlier researches.
Both male and female employees took part in the study. Data was gathered from respondents on the basis of convenient sampling and snow ball sampling techniques, types of non- probability sampling Instrument In this study the employee performance appraisal system PER worked as independent variable and employee satisfaction SAT worked as a dependent variable. Moreover demographic information of the respondents is also included in the study. The instruments were adopted from different research studies for which the references are provided in table 3.
Except demographic information all the items were rated at five point likert type scale ranging from 1 to 5, where 1 represented strongly disagree and 5 represented strongly agree for employee performance appraisal system. For employee satisfaction 1 represented strongly dissatisfied and 5 represented strongly satisfied. The items for assessing fairness of employee performance appraisal were adopted from fifty items proposed in Thurston in the year Performance appraisal procedures system SAT: Employees satisfaction Procedure The data was gathered in 60 days after having several visits at regional office of the organization located at.
Data is screened and analyzed through Statistical Package for Social Science Normality of data is assessed by employing skewness, that complied with the required standards. After assessing the normality the parametric tests are used to analysie data and Pearson s correlation and linear regression analysis were carried out.
The results of the study are explained in the next section. Results Primary data was gathered to examine the relationship of the independent and dependent variables. Based on the demographic profile of respondents, Pearson s correlation and linear regression the results of the study are explained in this section.
Maximum respondents are graduates and worked in finance or administration departments. Correlation is significant at the 0.
The Pearson s correlation helps in ascertaining the relationship of the variables and the results shown in table 4. The results for the said relationship are significant which helps in confirming the alternate hypothesis. Error in Parenthesis, t-values in Brackets and p-values in Italics The results of regression analysis confirm that there exists a positive and significant relationship among dependent and independent variable.
The value of R square 0. The value of F statistic confirms the model fitness for the said relationship.
Independent sample t test Variable Gender Mean S. Employee satisfaction The results of table 4. The p values and respectively confirm that the employees are assessed by using the same appraisal system in a fair manner and there is no significant difference between their satisfaction levels. This is due to the fact that the employees are working in the same organization and the policies which are being followed are the same for all male and female employees working in different departments.
Conclusion and discussion Based on the responses of 53 male and 48 female respondents the results reveal that there is a positive and significant relationship between employee performance appraisal system and their satisfaction. This is due to the reason that the organization selected for the data collection was an international organization which is in practice of employing the policies in a fair manner.
The results confirm that there is no significant difference between male and female employees with respect to their performance appraisal and satisfaction. It confirms that the performance appraisal system in practice is fair enough to keep all the employees satisfied. The results of the study are in line with Khan.
Recommendations Keeping in view the importance of employee satisfaction it is recommended for all for profit, non for profit, private sector and public sector organizations that the employee performance appraisal systems should be developed and maintained in a fair manner. More research is needed to clarify that either private or public sector organizations operating in Pakistan are employing fair systems of employee performance appraisal or not.
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