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 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 “Job satisfaction in public sector bank Employees”

2019 ◽  
Vol 8 (9) ◽  
pp. 929-932
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Performance Appraisal ◽  
Work Performance ◽  
Banking Sector ◽  
Working Environment ◽  
Satisfaction Level ◽  
Appraisal System ◽  
The Public ◽  
Bank Employees

Success of any organization depends on human resource of the company, Any organization top of the position of the market the main key role of the organization employees, Organization employees feelings and expression of internal aspects todissatisfaction, now the present situation of the banking sector employees satisfaction level is very difficult, it is the situational change the employee attitude and behavior, the public sector bank employees are work performance is very happy. Individually employees feeling and emotions are different; more than the public sector banks large employees of the Bank is State Bank of India. Management and managing higher job satisfaction level in banks not only performance Of the banks but also growth and performance of the employees. Banking sector essentially provides job to large number of individuals, and thus it is necessary measures satisfaction levels of employees. The study shows that Job preference, Cooperation among Coworkers, Working Environment, Working Facilities, Salary Satisfaction, Increment Satisfaction, Welfare Facilities, other facilities, Performance Appraisal System, Behavior of boss, State Bank of India(SBI) is the public sector Bank it is a large number of Happy employees in the SBI banks namely as SBI banks in Rayalaseema Division, Andhra Pradesh India.

scholarly journals The correlation between polygamy and educational achievement of children

2021 ◽  
Vol 58 (1) ◽  
pp. 2532-2539
Author(s):  
Aeshah saif Alahmadi, Najla Mohamed Alqhtani
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Work Performance ◽  
Management Practices ◽  
Educational Achievement ◽  
Recent Past ◽  
Appraisal System ◽  
Managerial Decision ◽  
Appraisal Systems

Among themost efficient employee related management practices identified in both the developed and the developing nations is performance appraisal system, which is alsorecognized as a strong motivator for employees. It also enables smooth functioning of managerial decision making, administrative decision making and the employee development. The present study reviews prominent and key studies conducted in recent past systematically in order to assess how organizational performance appraisal systems and competency management frameworks affect employees’ work performance in the telecomsector.

scholarly journals The Influence Of Work’s Motivation And Compensation Effects Towards Employee’s Satisfaction, And The Impact On The Work Performance At State Employees Civil Sub Company, Kebun Jeruk, West Jakarta

2012 ◽  
Vol 5 (1) ◽  
Author(s):  
Susan Novita Rotua Situmorang ◽  
Haryadi Sarjono
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Structural Equation ◽  
Work Performance ◽  
Work Motivation ◽  
Pearson Correlation ◽  
Research Work ◽  
Civil Servants ◽  
State Employees ◽  
The Impact

Success in realizing the objectives company relies heavily on existing human resources in organizations in such company. To realize the objectives of the company, the company must consider factors that affect the performance of Civil Servants Work Motivation among others factors, Compensation, and Job Satisfaction. With the achievement of expected performance of Civil Servants Kebon Jeruk District Company can achieve its objectives. Kind research used is descriptive method, Pearson Correlation and Path Analysis is useful to know the response of employees on Work Motivation, Compensation for Job Satisfaction and Their Impacts on Civil Service Performance Kebon Jeruk District Company District Company where the employee population of 60 respondents. Provided the results of a calculation of the structural equation, Y = 0.579 X1 + 0.325 X2 + 0.644 ε1, where R2 = 0.585, sub-structure structural equation 2 ie, Z = 0.191 X1 + 0.239 X2 + 0.618 Y + 0.402 ε2 where R2 = 0.838 Conclusions and Recommendations of this research work motivation (X1) and Compensation (X2) jointly have a significant influence on job satisfaction (Y) equal to 58.8%. Work motivation (X1), Compensation (X2), and Job Satisfaction (Y) jointly have a significant influence on the performance of Civil Servants (Z) equal to 83.8%.

scholarly journals Hubungan Kepuasan Kerja dengan Kinerja Perawat di Rumah Sakit

2021 ◽  
Vol 21 (3) ◽  
pp. 1135
Author(s):  
Raja Syafrizal ◽  
Yulihasri Yulihasri ◽  
Zifriyanthi Minanda Putri
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Statistical Tests ◽  
Sampling Technique ◽  
Cross Sectional Study ◽  
P Value ◽  
Chi Square ◽  
Cross Sectional ◽  
Low Performance ◽  
The Individual

The performance of nurses can be seen from several cases that occur in hospitals. The incidence of falls in patients, nosocomial infections, inadequate documentation is the result of nurses' low performance. Factors that affect the performance of nurses in hospitals are job satisfaction. So this study aims to describe the relationship between job satisfaction and nurse performance. This study used a cross-sectional study design with a sample of 85 nurses at Arosuka Hospital using proportional sampling technique. The research instrument used a job satisfaction survey questionnaire and the Individual Work Performance quasi (IWPQ) and statistical tests used frequency distribution and chi-square tests. The results showed that the majority of nurses' job satisfaction was in the satisfied category as much as 56.5% and the majority of nurses' performance in the high category was 51.8%. Then obtained a significant relationship between job satisfaction and nurse performance with a p-value of 0.000. So it is expected that hospitals can pay attention to aspects of nurse job satisfaction in making policies

scholarly journals Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

2020 ◽  
Vol 6 (3) ◽  
pp. 64 ◽  
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul ◽  
Ian David Smith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Citizenship Behavior ◽  
And Performance

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.

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