scholarly journals The Relationship between Performance Appraisal Satisfaction and Employee Outcomes: With Special Reference of Bank of Ceylon Head Office

2013 ◽  
Vol 8 (2) ◽  
pp. 179
Author(s):  
W.A.S. Weerakkody ◽  
W.G.S. Mahalakamge
Keyword(s):  
Special Reference ◽  
Performance Appraisal ◽  
Employee Outcomes ◽  
Head Office ◽  
Performance Appraisal Satisfaction ◽  
The Relationship

Performance Appraisal Satisfaction

2013 ◽  
Vol 12 (4) ◽  
pp. 189-195 ◽  
Author(s):  
Satoris S. Culbertson ◽  
Jaime B. Henning ◽  
Stephanie C. Payne
Keyword(s):  
Goal Orientation ◽  
Performance Appraisal ◽  
Negative Relationship ◽  
Learning Performance ◽  
Perceived Effectiveness ◽  
Learning Goal Orientation ◽  
Feedback Sign ◽  
Effects Of Feedback ◽  
Performance Appraisal Satisfaction ◽  
The Relationship

Employee satisfaction with performance appraisal (PA) plays a large role in the perceived effectiveness of PA. We examined the joint effects of feedback sign (positive or negative) and three goal orientation dimensions (learning, performance-prove, performance-avoid) on PA satisfaction. Results revealed the negative relationship between negative feedback and PA satisfaction was stronger for those higher in performance-prove (PPGO), performance-avoid, and learning goal orientation. Additionally, the relationship between positive feedback and PA satisfaction was stronger for individuals low on PPGO and weaker for individuals high on PPGO. Implications for enhancing PA reactions are discussed.

Workplace Culture Mediates Performance Appraisal Effectiveness and Employee Outcomes: A Study in a Retail Setting

2015 ◽  
Vol 27 (2) ◽  
pp. 1-34 ◽  
Author(s):  
Karen S. Cravens ◽  
Elizabeth Goad Oliver ◽  
Shigehiro Oishi ◽  
Jeanine S. Stewart
Keyword(s):  
Performance Appraisal ◽  
Performance Measures ◽  
Workplace Culture ◽  
Employee Outcomes ◽  
Appraisal Process ◽  
Positive Work Environment ◽  
Performance Appraisal Process ◽  
Organizational Scholarship ◽  
Experimental Findings ◽  
The Relationship

ABSTRACT Performance measures have long played a central role in motivating employees to help achieve organizational objectives. However, previous research regarding the effectiveness of performance measures and the performance appraisal process does not provide consistent recommendations for improvement. This study explores the effect of a positive work environment that mediates the relationship between the effectiveness of the performance appraisal process and employee outcomes. Based upon experimental findings in the growing field of positive psychology as applied to a business setting, or positive organizational scholarship, this study puts forward a new construct, workplace culture, that measures the employees' perception of a positive, holistic, transparent, and supportive workplace and examines how it affects outcomes associated with employee success. Using a large sample of sales associates from a national retailer, our results indicate that workplace culture mediates the relationship between the effectiveness of the performance appraisal process and job satisfaction, employee retention, and self-reported performance.

scholarly journals Relationships among performance appraisal satisfaction, work–family conflict and job stress

2016 ◽  
Vol 23 (3) ◽  
pp. 356-372 ◽  
Author(s):  
Hussein Nabil Ismail ◽  
Nazha Gali
Keyword(s):  
Performance Appraisal ◽  
Job Stress ◽  
Family Conflict ◽  
Total Sample ◽  
Work Family Conflict ◽  
Body Of Knowledge ◽  
Work Family ◽  
Performance Appraisal Satisfaction ◽  
The Relationship

AbstractThe purpose of this paper is to examine the relationship between performance appraisal satisfaction, job stress and work–family conflict. Furthermore, the study explores the role of job stress as a mediator between satisfaction with performance appraisal and work–family conflict. The total sample consisted of 120 participants from different industries. The findings revealed that performance appraisal satisfaction was negatively correlated with job stress and work–family conflict. However, job stress fully mediated the relationship between performance appraisal satisfaction and work–family conflict. The study contributes to the limited body of knowledge on employee reactions to performance appraisal and in particular, performance appraisal satisfaction. The findings can help to shed more light on the relationship between performance appraisal satisfaction and employees’ psychological responses.

scholarly journals Relationships Between Trust, Organizational Justice and Performance Appraisal Satisfaction: Evidence from Public Higher Educational Institution in Malaysia

2018 ◽  
Vol 7 (2.29) ◽  
pp. 602
Author(s):  
Saraih . ◽  
U N ◽  
Mohd Karim ◽  
K . ◽  
Irza Hanie Abu Samah ◽  
...  
Keyword(s):  
Organizational Justice ◽  
Performance Appraisal ◽  
Educational Institution ◽  
Higher Educational ◽  
And Performance ◽  
Performance Appraisal Satisfaction ◽  
The Relationship ◽  
Practical Implications

The main objective of this present study is to reveal the role of trust as a mediator in the relationship between organizational justice and performance appraisal satisfaction. This study is carried out by distributing questionnaire among 340 staffs. In this research, the questionnaire is administered to staffs from various schools in one of the Malaysian Public Higher Educational Institution (PHEI). Data are analysed by using the PROCESS (Hayes, 2013). As a result, a significant effect of organizational justice on performance appraisal satisfaction with trust as the mediator F(2, 337)=.396, p<.01, R2=.7016, β=.7813, t(337)=21.29, p<.01 is found in this study. A Sobel test is conducted and found a mediation on the model (z=3.2447, p=.00, K2=.0213). Therefore, it is found that trust mediated the relationship between organizational justice and performance appraisal satisfaction. Cultivating the degree of trust among staffs towards the performance appraisal satisfaction; and creating a conductive environment for staffs to improve their perceived organizational justice are the best strategies to achieve the goal for performance appraisal satisfaction in this institution. Theoretical and practical implications based on the results of this study are highlighted. In this line, few suggestions for the institution management are provided. 

Job Satisfaction as a Mediator in the Relationship Between Performance Appraisal and Voice Behavior

2014 ◽  
Vol 42 (8) ◽  
pp. 1315-1323 ◽  
Author(s):  
Xu Zhang ◽  
Bei Hu ◽  
Min Qiu
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Positive Impact ◽  
Industrial Clusters ◽  
Positive Influence ◽  
Mediating Effect ◽  
High Tech ◽  
Voice Behavior ◽  
Mediating Role ◽  
The Relationship

We explored the mediating effect of job satisfaction in the relationship between employees' performance appraisal and their voice behavior. A questionnaire was administered to 864 employees at enterprises representing high-tech industrial clusters from 5 cities in China. Developmental performance appraisal was found to have a more positive influence on employees' voice behavior than evaluative performance appraisal did. Compared with prohibitive voice behavior, both developmental and evaluative types of performance appraisal had a more positive impact on promotive voice behavior, and job satisfaction was found to play a mediating role in the relationship between these variables.

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