Acceptance of peer/upward performance appraisal systems: Role of work context factors and beliefs about managers' development capability

In this paper, we examined the employee Performance Appraisal System (PAS) of hospitals and gave a description of the role and significance of employees in the PAS covering 27% of the population of Hungarian state-run hospitals. In the research, we also examined the relationship between performance appraisal and employee engagement, as well as the practice of measuring employee satisfaction. We created a scale called Employee participation in the employee performance appraisal scale. Based on our findings, we can state that the employee is an active participant in the Hungarian performance appraisal systems of hospitals, as they are involved in the appraisal and their views are taken into account. It has been found that where employee satisfaction is measured, there is an opportunity for the employees to formulate reflections on their evaluations. Although not outstanding, the employee is considered a partner in the evaluation of his work.

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Effectiveness of Performance Appraisal System and its Effect on Employee Motivation

Nile Journal of Business and Economics ◽

10.20321/nilejbe.v3i5.88 ◽

2017 ◽

Vol 3 (5) ◽

pp. 15 ◽

Cited By ~ 1

Author(s):

Ayomikun Idowu

Keyword(s):

Performance Appraisal ◽

Employee Performance ◽

Employee Motivation ◽

Performance Appraisals ◽

Human Resource Managers ◽

Appraisal System ◽

Resource Managers ◽

Appraisal Systems ◽

Moderating Role

<p>Employee performance has traditionally been accorded prime focus by human resource managers. As a result, a number of performance appraisal techniques have over time been devised to help establish employee’s performance. In the contemporary times, the use of performance appraisals has been extended beyond rating of the employee’s performance to aspects such as motivation. Accordingly, this study sought to investigate effectiveness of performance appraisal systems and its effect on employee motivation. The study’s main objectives pertained to establishing the moderating role of performance appraisal as a motivation tool as well as potential challenges.</p><p>The study findings show the presence of significant positive outcomes when the organisation uses performance appraisal as a motivation tool. Further, the study finds that the use of more than one appraisal techniques helps yield greater satisfaction and consequently higher motivational levels. The specific aspects of performance appraisal systems (PAS) that help improve motivation include the linking of performance to rewards; using the PAS to help set objectives and benchmarks; as well as the use of PA to help identify employee’s strength and weaknesses.</p>

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