scholarly journals IMPACT OF JUSTICE IN EMPLOYEE PERFORMANCE AND MODERATING ROLE OF ARTIFICIAL INTELLIGENCE: A CONCEPTUAL STUDY

2021 ◽  
Vol 3 (10) ◽  
pp. 39-48
Author(s):  
Marina Jokim Robert ◽  
Yashar Salamzadeh ◽  
Noor Fareen Abdul Rahim
Keyword(s):  
Artificial Intelligence ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Interactional Justice ◽  
Multinational Companies ◽  
Strategic Approach ◽  
Practical Performance ◽  
Conceptual Study ◽  
Performance Appraisal Satisfaction ◽  
The Impact

This study investigates the impact of justice’s dimensions: distributive justice, procedural justice, interactional justice on performance appraisal satisfaction, and artificial intelligence utilisation to improve employee performance in Penang multinational companies (MNCs). They are grounded with Organizational Justice Theory as the theoretical framework to examine the relationship between Artificial Intelligence utilisation in enhancing justice to improve employee performance. In conducting this study, the required data will be collected through a closed-ended structured questionnaire in Penang, Malaysia. The questionnaire was adopted and adapted from many related studies. The data collection approach for this research is based on internet-based technologies such as online platforms. This paper proposes ways of managing employee performance by boosting performance appraisal satisfaction based on a practical performance appraisal that is relevant and unbiased. The paper will provide novelty into justice in performance appraisal through artificial intelligence that is pivotal to the employee performance optimisation in Penang multinational companies. The paper will help organisations recognise the significance of enhancing the performance appraisal as a practical strategic approach to integrate human resource activities with business policies and provide a better understanding of the impact of justice to the performance appraisal in the Penang multinational companies (MNCs).

scholarly journals The Impact of Performance Appraisal on Employee Performance in Banks Operating in the South of Jordan

2019 ◽  
Vol 9 (4) ◽  
pp. 77
Author(s):  
Arwa Hisham Rahahleh ◽  
Zaid Ahmad Alabaddi ◽  
Monira Abdallah Moflih
Keyword(s):  
Correlation Analysis ◽  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Causal Modeling ◽  
Analysis Of Covariance ◽  
Equation Modeling ◽  
The South ◽  
Actual Performance ◽  
The Impact

This research was about performance appraisal and its effect on employees’ work performance. The major aim of the research was to investigate the effect of performance appraisal on employees’ work performance of banks in the South of Jordan. This study also aimed at investigating the major elements of performance appraisal which included: establishing performance standards, establishing communication standards, measuring actual performance with established standards, discussing the appraisal with employees and giving feedback. In conducting this study, the required data was collected through a closed ended structured questionnaire. The questionnaire was adopted and adapted from many related studies. The procedures used to determine the comprehensive sample from a total population of 260 employees was the following: First, the target population was identified; second, the researcher used a formula based-sample size determination. Basically, a total of 260 questionnaires were distributed to the sampled employees and 260 were returned which represented a 100% response rate. The 260 returned questionnaires were then analyzed using smart PLS which is specially used for Structural Equation Modeling, path analysis, and confirmatory factor analysis. It is also known as analysis of covariance or causal modeling software. A descriptive statistics and correlation analysis was performed. The results of the study showed that performance appraisal has a mainly positive effect on employee performance in the banking sector of the South of Jordan. There correlation analysis showed that there was a positive and some negative association (Very strong association) between performance appraisal and employee performance.

scholarly journals Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

2018 ◽  
Vol 8 (3) ◽  
pp. 19
Author(s):  
Abu Shams Mohammad Mahmudul Hoque ◽  
Zainudin Bin Awang ◽  
Benazir Ahmed Siddiqui ◽  
Malam Salihu Sabiu
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Service Providers ◽  
Employee Performance ◽  
Compensation System ◽  
Citizenship Behavior ◽  
Telecommunication Service ◽  
The Impact

Past studies endorsed that there is a quite number of factors have been considered as the influencing factors of employee performance in an organization. Some of these are selection, training and development, performance appraisal, promotion, job design, security, and satisfaction, compensation system, employee commitment, personality, emotional intelligence, organizational citizenship behavior among others. While several studies considered investigating the influence of human resource management practices on employee performance in different context such as America, Africa and Europe, but very little attention have given in South-Asian countries like Bangladesh.  Hence, this manuscript attempted to investigate the impact of compensation system on employee performance using quantitative analysis. To do so, survey was conducted as well as perceptions of 200 employees working in telecommunication service providers in Bangladesh were obtained to analyze the relationships. The data is analyzed and hypotheses were tested by using IBM-SPSS-AMOS package 25.0. The study found that employee engagement partially mediates the relationship between compensation system and employee performance by the data of this study. This research indorsed that there is a candid need to implement better compensation system by the entrepreneurs which will ensure better employee performance in line with consistent growth of firms as well as Bangladeshi GDP.

The Impact of Behavioral Traits on Performance Appraisal

1996 ◽  
Vol 25 (4) ◽  
pp. 409-422
Author(s):  
Roy W. Ralston ◽  
Rollie O. Waters
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
Behavioral Traits ◽  
Positive Effects ◽  
Perceptual Performance ◽  
Performance And Evaluation ◽  
The Impact

This study investigates the effects of supervisor and subordinate measurable behavior on overall subjective/perceptual performance evaluation ratings. The behaviors operationalized as predictors are Dominance (D), Inducement (I), Steadiness (S), and Compliance (C). Correlation and hierarchical regression analyses establish positive effects on behavioral scales measuring: (1) Dominance, (2) Compliance, and (3) Inducement at the supervisory level. In the latter case, positive effects were found when comparing Supervisors with high levels of Inducement (I) to Subordinates with high levels of Compliance (C). Subordinates' Dominance (D) and Steadiness (S) scores also affected the performance evaluation ratings by Supervisors. Implications for employee performance and evaluation are discussed.

scholarly journals HRM Practices and its Impact on Employee Performance: A Study on the Cement Industry in Bangladesh

2013 ◽  
Vol 2 (2) ◽  
pp. 192-199
Author(s):  
Mst. Momena Akhter ◽  
Md. Nur-E-Alam Siddique ◽  
Md. Asraful Alam
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Negative Impact ◽  
Positive Impact ◽  
Stock Exchange ◽  
Employee Performance ◽  
Cement Industry ◽  
Hrm Practices ◽  
The Impact

In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource practices. If the human resources are managed properly, they can contribute to the success for the company. The effective management of human resource is possible through the implementation of sound HRM practices. . The main objective of this research is studying the impact of HRM practices on employee performance in the context of cement industry in Bangladesh.  For this purpose the researchers have tried to investigate impact of the various components of HRM practices on employee performance of a sample of 160 employees from seven cement companies listed in the Dhaka Stock Exchange. The data were analyzed by a regression analysis to determine the impact of HRM practices on employee performance. The result shows that training & development and opportunity for career development have a significant positive impact on employee performances. On the other hand, Performance appraisal, Compensation & Benefits, and Leadership Practices have a positive impact on employee performance but the impact is not significant in the context of cement industry in Bangladesh. Moreover, work life balance has a negative impact on employee’s performance. Furthermore, efficient management of human resources can increase the performance of the employees of the cement companies in Bangladesh. JEL Classification Code: M12; J53  

scholarly journals Impact of Performance Appraisal on Employee Performance in Private Sector Banks of District Aligarh

2019 ◽  
Vol 8 (2S7) ◽  
pp. 543-545
Keyword(s):  
Private Sector ◽  
Performance Appraisal ◽  
Research Study ◽  
Employee Performance ◽  
Statistical Tool ◽  
Study Researcher ◽  
Vital Component ◽  
Indispensable Tool ◽  
The Impact ◽  
Systematic Appraisal

As we all know Human Resources are the most vital component of an organization. To succeed in this competitive era, an organization must possess effective and efficient human resource in every manner. Hence after the selection employee, he has been trained and motivated. For this evaluation of the performance of an employee is needed. This process of evaluation is known as Performance Appraisal. With the help of systematic appraisal methods, corporate performance can be enhanced. It is basically to know the value of an employee qualitatively. It is indispensable tool for every organization for measuring the effectiveness of the employee. This research study has been done to understand the impact of Performance Appraisal on Employee performance in Private sector banks of district Aligarh. In this study, researcher selected two private sector banks ICICI and Axis bank with the sample size of 100. Researcher used Linear Regression as statistical tool for data analysis.

The Impact of Organizational Justice on Employee Performance: A Survey in Turkey and Turkish Context

2016 ◽  
Vol 6 (1) ◽  
pp. 1 ◽  
Author(s):  
Faruk Kalay
Keyword(s):  
Public Schools ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Task Performance ◽  
Structural Equation ◽  
Employee Performance ◽  
Interactional Justice ◽  
Equation Modeling ◽  
The Impact

The purpose of this study is to analyze the impacts of three aspects of organizational justice, namely, distributive justice, procedural justice and interactional justice, on the task performance of employees in the context of Turkey. The study was conducted based on data collected from 942 teachers working in public schools in three Turkish metropolitan cities. The hypotheses were tested using partial least squares structural equation modeling (PLS-SEM) techniques. The findings of the study indicated that among the three aspects of organizational justice, distributive justice has a positive and significant impact on task performance. However, it was determined that the other two aspects, procedural justice and interactional justice, have no significant impact on task performance.

The Impact of Transformational Leadership and Team Innovation on Team Performance: Empirical Evidence from Malaysia

2020 ◽  
Vol 5 (2) ◽  
pp. 99-106
Author(s):  
Daisy Mui Hung Kee ◽  
Nurulhasanah Abdul Rahman ◽  
Ai Wah Tan
Keyword(s):  
Transformational Leadership ◽  
Empirical Evidence ◽  
Team Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Multinational Companies ◽  
Jel Classification ◽  
Team Innovation ◽  
The Impact ◽  
The Relationship

Objective – Leadership and innovation are two related concepts which have gained a lot of interest among researchers focusing on management and entrepreneurship. Research on these topics are important for the development of the dynamic workforce and are useful to various organisations. However, in the real world, the effectiveness of employee performance is considered as unsatisfactory meaning there is room for improvement. Methodology/Technique – Previous literature had found that Transformational Leadership and Team Innovation are among the key factors which can be used to improve employee performance. This study will examine and test the relationship between Transformational Leadership and Team Performance to understand how Team Innovation mediates this relationship. A total of 197 samples are collected from employees in Multinational Companies (MNC). The data was analyzed using the Statistical Package for the Social Sciences (SPSS) version 23. Findings – The findings indicate that Transformational Leadership has a significant positive impact on Team Performance. Further, Team Innovation mediates the relationship between Transformational Leadership and Team Performance. Novelty – The major implications of these findings are further explored. In particular, this paper contributes to leadership literature by recommending that team leaders aim to inspire and empower employees to achieve organizational goals. Type of Paper: Empirical. JEL Classification: M11, M15, M19. Keywords: Transformational Leadership; Innovation; Multinational Companies. Reference to this paper should be made as follows: Kee, D.M.H; Rahman, N.A; Tan, A.W. 2020. The Impact of Transformational Leadership and Team Innovation on Team Performance: Empirical Evidence from Malaysia, J. Mgt. Mkt. Review 5(2) 99 – 106 https://doi.org/10.35609/jmmr.2020.5.2(2)

Performance Appraisal

2018 ◽  
pp. 4337-4346
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Employee Performance ◽  
Organizational Productivity ◽  
Appraisal System ◽  
Contemporary State ◽  
Public Sector Organizations ◽  
Effective System ◽  
Private Sector Organizations ◽  
The Impact

Performance Appraisal is one of the multifaceted and controversial human resource tools. It plays an important role in evaluating job performance and setting job standards in any organization. In this contemporary state the organizations have become more enthusiastic to augment the performance of their employees, for this purpose the performance appraisal is considered to be the key instrument. Advent of new private sector organizations has given a cause to public sector organizations to be more competitive, effective and innovative in their approach. The main objective of the study is to pithily summarize the key elements that make employee performance appraisal an essential component of an effective system. This paper discusses the impact of the performance appraisal on the effectiveness of the employees and overall organizational productivity. It also explores the gaps in the implementation of the appraisal system in the organizations.

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