Attitude of staff of Kashan university of medical sciences concerning their annual performance

Golafshani, Seyed Ahmad Hosseini; Ansaritabar, Abbas; Hoseindoost, Gholamreza; Atharizadeh, Mahmood

doi:10.4103/iahs.iahs_1_18

Cited by 2 publications

(4 citation statements)

References 13 publications

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“…These similarities could be that these studies were conducted in the same geological continents which have almost similar socio-economic demographic features. In contrast to the current findings, in Kashan University of Medical Sciences in the Northern Iran [ 8 ], and in Asian Istanbul [ 22 ], 44.5% and 39.5% of the respondents completed PA respectively. The incongruence in the findings may be likely due to the disparities in the sampling and the target populations.…”

Section: Discussioncontrasting

confidence: 99%

“…Performance Appraisal Systems (PAS) was inaugurated in the 1940s in the United States of America (USA) during the era of World War II. It was as a way of satisfactorily ascertaining employees´ remunerations then described as merit rating [ 8 ]. It was standardized around the 1950s as a prospective tool for managing employees rewards through pay increases out of which employees were counseled, demoted, and promoted or identified to be laid off [ 8 , 9 ].…”

Section: Introductionmentioning

confidence: 99%

“…It was as a way of satisfactorily ascertaining employees´ remunerations then described as merit rating [ 8 ]. It was standardized around the 1950s as a prospective tool for managing employees rewards through pay increases out of which employees were counseled, demoted, and promoted or identified to be laid off [ 8 , 9 ]. Currently, PAS is among the cardinal components of any organization.…”

Section: Introductionmentioning

confidence: 99%

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Ghana health service performance appraisal system: a cross-sectional study on practices and perceptions among employees in the Bono East Region of Ghana, West Africa

Hallidu¹,

Asumah²,

Asamoah-Atakorah³

et al. 2023

Pan Afr Med J

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Introduction the fulcrum of every organization lies in the productivity of its employees. Consequently, organizations have adopted a policy of fostering an organizational culture that promotes employee development, resulting in the consistent use of performance evaluation systems particularly, performance appraisals (PA). Nonetheless, the issue of concern for several organizations is whether PA will truly be an adequate tool for maximizing employee´s performance. Here is where it becomes important to gauge the perceptions and practices of Ghana Health Service (GHS) employees in the Bono East Region of Ghana, West Africa, towards these performance appraisal systems (PAS). Methods the study used an institutional-based cross-sectional study. Using simple random sampling, 375 health workers were recruited using a structured questionnaire. Data was analyzed using Stata. Bivariate and multivariate logistic regression analysis was performed and p-value less than 0.05 was considered statistical significance. Results the study revealed that the majority of the respondents (86.7%) had completed the performance appraisal form. Out of which 47.7% complete and submit PA every year, followed by those who complete and submit during promotion time (24.3%), every half year (15.1%) and anytime (12.9%). The key determinants of PA completion include; increasing age (AOR=2.24, 95% CI: 1.08-4.62), male staff (AOR=2.38, 95% CI: 1.16-4.91), permanent GHS employees (AOR=2.9, 95% CI: 1.07-7.86), respondents who had worked for 3 to 7 years (AOR=5.53, 95% CI: 2.48-12.36) and those with over 7 years working experience (AOR=20.80, 95% CI: 5.43-79.74). Conclusion the study identified that the majority of the respondents completed PA, but quite an encouraging number of them do not complete PA at the required period as expected. Age, male staff, permanent employment, and increasing years of experience were the significant predictors of PA completion. Continuous professional development for GHS staff on PAS is required. The GHS human resource division should organize stakeholders´ engagement with facilities managers and employees on the PAS to inform all managers and employees on what is required from everyone.

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Section: Discussioncontrasting

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Ghana health service performance appraisal system: a cross-sectional study on practices and perceptions among employees in the Bono East Region of Ghana, West Africa

Hallidu¹,

Asumah²,

Asamoah-Atakorah³

et al. 2023

Pan Afr Med J

View full text Add to dashboard Cite

show abstract

“…also emphasized performance management without relying on traditional and formal evaluations of employees. In the study by Ansari-Tabar et al [40], 35.8% of the staff of Kashan University of Medical Sciences considered the current performance appraisal inappropriate and 41.9% of the staff had a positive attitude towards the impact of performance appraisal on providing motivation and job satisfaction. Moreover, in Ghamari Zare et al's [41] study, 83.5% of the participants responded positively to the necessity for performance appraisal and evaluation.…”

Section: Discussionmentioning

confidence: 97%