The Relationship of Performance Appraisal System Characteristics to Verdicts in Selected Employment Discrimination Cases

1982 ◽  
Vol 25 (2) ◽  
pp. 392-406
Author(s):  
Hubert S. Feild ◽  
William H. Holley
Keyword(s):  
Performance Appraisal ◽  
Employment Discrimination ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Relationship Of ◽  
The Relationship ◽  
System Characteristics

Performance Appraisal System Effectiveness

2019 ◽  
pp. 372-396
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Performance Appraisal ◽  
Appraisal System ◽  
Destructive Effect ◽  
Productivity Level ◽  
Performance Appraisal System ◽  
Successful Execution ◽  
Appraisal Systems ◽  
Almost All ◽  
Relationship Of ◽  
The Relationship

Performance appraisal system (PAS) has been noticed to be one of the most challenging activities of human resource management and is even a destructive effect on the relationship of employees and employers. It not only motivates the employee but also improves the productivity level of an organization. Performance appraisal is considered to be a key instrument and is practiced in almost all types of organizations, but with a few differences. In an effort to change the behaviors and attitudes of employees in the organizations, performance appraisal systems have incorporated the new values and desired behaviors. In this contemporary state the organizations have become more enthusiastic to augment the performance of their employees. The chapter aims at identifying the performance appraisal system undertaken in the organizations and its influence on employees' competency and efficiency. It emphasizes on the problems and consequences faced by the organizations, and also the best practices undertaken for successful execution.

Performance Appraisal System Effectiveness

2017 ◽  
pp. 156-180
Author(s):  
Chandra Sekhar Patro
Keyword(s):  
Performance Appraisal ◽  
Appraisal System ◽  
Destructive Effect ◽  
Productivity Level ◽  
Performance Appraisal System ◽  
Successful Execution ◽  
Appraisal Systems ◽  
Almost All ◽  
Relationship Of ◽  
The Relationship

Performance appraisal system (PAS) has been noticed to be one of the most challenging activities of human resource management and is even a destructive effect on the relationship of employees and employers. It not only motivates the employee but also improves the productivity level of an organization. Performance appraisal is considered to be a key instrument and is practiced in almost all types of organizations, but with a few differences. In an effort to change the behaviors and attitudes of employees in the organizations, performance appraisal systems have incorporated the new values and desired behaviors. In this contemporary state the organizations have become more enthusiastic to augment the performance of their employees. The chapter aims at identifying the performance appraisal system undertaken in the organizations and its influence on employees' competency and efficiency. It emphasizes on the problems and consequences faced by the organizations, and also the best practices undertaken for successful execution.

The relationship between performance appraisal system and employees' voice behavior through the mediation-moderation mechanism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khalid Rasheed Memon ◽  
Bilqees Ghani
Keyword(s):  
Performance Appraisal ◽  
Psychological Empowerment ◽  
Vital Role ◽  
Voice Behavior ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Empowering Leadership ◽  
Content Type ◽  
Performance Appraisal System ◽  
The Relationship

PurposeThe purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.Design/methodology/approachData has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.FindingsResults show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.Research limitations/implicationsThe study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.Originality/valueThe study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

scholarly journals The Roles of Appraiser and Performance Appraisal Systems on Employee Job Satisfaction

2021 ◽  
Vol 8 (1) ◽  
pp. 25-29
Author(s):  
Nazatul Shima Abdul Rani ◽  
K. Sarojani Krishnan ◽  
Bright Collins Okezie
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Significant Relationship ◽  
Kuala Lumpur ◽  
Appraisal System ◽  
Employee Job Satisfaction ◽  
Performance Appraisal System ◽  
Competency Based ◽  
Appraisal Systems ◽  
The Relationship

This study aims to examine two types of performance appraisal systems used to assess food operators to maintain high employee job satisfaction.  About 250 questionnaires were distributed around Kampung Bharu area in Kuala Lumpur.   The number of questionnaires returned were 210 but only 205 questionnaires were usable for the present study. SPSS was used to analyse the data to test the hypotheses. There were four variables researched in this study, namely Behaviour-Based Performance Appraisal System, Competency-Based Performance Appraisal System, appraiser, and job satisfaction. There was a direct and significant relationship between both appraisal systems with the appraiser (H1 and H2) and employee job satisfaction (H4 and H5) respectively. There was also a direct and significant relationship between the appraiser and restaurant employees’ job satisfaction (H3). The role ofthe appraiser was identified as a mediator in the relationship between Competency-Based Performance Appraisal System and employee job satisfaction (H7). However, the role of the appraiser partially mediated the relationship between Behaviour-Based Performance Appraisal System and employee job satisfaction (H6). The appraiser was regarded as critical in ensuring that the appraisal system adopted be carried out fairly, professionally, and rationally with adequate knowledge to boost job satisfaction among food operator employees in Kuala Lumpur.

Sign in / Sign up

Export Citation Format

Share Document