Effect of Performance Appraisal on Employees’ Satisfaction: A Case Study of University of Peshawar, Khyber Pakhtunkhwa, Pakistan

Khan, Muhammad Asad; Hussain, Altaf; Hussain, Jawad; Khan, Mohammad Hanif

doi:10.47067/ramss.v3i2.40

Cited by 10 publications

(10 citation statements)

References 22 publications

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“…After all, motivation sustains employee performance toward organizational goals and objectives, particularly in a post-pandemic environment in which organizational culture is declining. Work motivation has been linked to employees' satisfaction with their compensation (e.g., Ghanzanfar et al, 2011;Khan & Mufti, 2012;Tanjung et al, 2022).…”

Section: Motivation Theorymentioning

confidence: 99%

Management in Times of Crisis: A Qualitative Exploration of the Great Resignation from a Social Exchange Perspective

Batiste

2024

Compensation & Benefits Review

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This study explores the driving forces of the Great Resignation in an effort to inform human resource management strategy in modern-day workplaces—particularly in times of crisis or unrest. This paper provides a summary of the state of the post-pandemic workforce through the lens of relevant management theories. Further, it presents a qualitative analysis of semi-structured interviews with participants who resigned from a job between April 2021 and March 2023. The interviews uncovered the experiences of participants, what led to their decision to quit and the motivators for selecting a new job. The analysis revealed five major themes including (1) a toxic work environment, (2) COVID-19 pandemic-specific effects, (3) burnout, (4) lacking work–life balance and (5) compensation. A major finding of this study was that there was not one primary reason for employees’ decision to resign. Rather, it was an apparent interaction of these themes that led to the decision. A thematic model was created to guide the direction of future research and to assist organizational leaders and practitioners with organizing and prioritizing human resource management interventions during times of crisis.

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Section: Motivation Theorymentioning

confidence: 99%

Management in Times of Crisis: A Qualitative Exploration of the Great Resignation from a Social Exchange Perspective

Batiste

2024

Compensation & Benefits Review

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“…Furthermore, (Khan et al, 2020) highlighted the impact of performance appraisal on employees' satisfaction, indicating that a significant percentage of employees perceived the performance appraisal system as ineffective. The impact of performance appraisal extends beyond individual employee attitudes to organizational outcomes.…”

Section: Literature Reviewmentioning

confidence: 99%

Investigating the Effectiveness of Employees' Performance Appraisal System: Kuwait Case Study

Alainati,

AlKhatib,

AlAjmi

et al. 2024

J. Professional Business Review

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Purpose: Performance appraisal systems have become a crucial tool for organizations in evaluating and maximizing the effectiveness of their employees. It is the main goal of this study to find out how well the employees' performance appraisal system for employees works in Kuwait, paying special attention to how employees and managers feel about it in both private and public sectors. Theoretical Framework: Performance appraisal systems play a critical role in enhancing organizational performance, employee development, and overall job satisfaction. However, the effectiveness of such systems can vary based on organizational cultures, contextual factors, and the alignment of appraisal practices with local norms. A literature review was a vital step, it established a foundation for this study and guides its design, implementation, and interpretation. Design/Methodology/Approach: The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather insights from a diverse sample of employees and managers across various institutions in Kuwait in both of its sectors. The research design allows for the collection of both quantitative data, offering statistical trends and patterns, and qualitative data, providing nuanced perspectives and in-depth understanding. Findings: Findings reveals a moderate level of agreement, satisfaction, or endorsement of the performance appraisal system in their organizations. Results also demonstrate significant differences between respondents from government and private sectors, in favor of private. Originality/Value: This research also shed lights on the strengths and areas requiring improvement in such systems which is valuable insights for organizations looking to improve their performance management processes, leading to improved employee performance, engagement, and decision-making.

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“…When there are accurate performance indicators, the PAP provides information that enables grounded decision making and that prevents the abuse of power by the appraiser (He et al, 2020). In light of the above, Khan et al (2020a) suggested that satisfaction with the PA involves two elements: the PAP and the results of the PA per se.…”

Section: The Perception Of the Usefulness And Accuracy Of The Perform...mentioning

confidence: 99%

The role of satisfaction with the performance appraisal: a comparative study between the public and private sectors

Rodrigues¹,

Gomes²,

Silva³

2023

RBGN

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Purpose -To study in Portugal (a) whether satisfaction with the performance appraisal (PA) differs depending on the sector where the workers perform their functions (private versus public), and (b) whether the relationship between workers' perception of usefulness and accuracy of the performance appraisal process (PAP) and satisfaction with the outcome of their last PA is mediated by their satisfaction with the PAP.Theoretical framework -The PA has come to occupy a prominent place in organizations, because only it can be used to measure the skills of their workers and the way they contribute to achieving organizational success both qualitatively and quantitatively.Design/methodology/approach -Eight hundred and sixty-six professionals from the public and private sectors participated in this study. Data were collected using two multi-item questionnaires and two single-item scales.Findings -The results revealed that private sector employees showed higher levels of satisfaction with their PAs than those from the public sector. Furthermore, the results indicated that the usefulness and accuracy of the PAP had a significant and positive relationship with employees' satisfaction with their last PA, and this relationship was partially mediated by satisfaction with the PAP, both in the public and private sectors.Practical & social implications of research -Regardless of the activity sector, it is fundamental that the PAP is useful and accurate; otherwise it is discredited, which prevents it from fulfilling its purpose and contributes to increasing the levels of worker dissatisfaction.Originality/value -This study clarified the differences that may emerge regarding satisfaction with PAs between the Portuguese public and private sectors. In addition, this is the first national or international study to analyse the aforementioned constructs in an integrated manner.

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Effect of Performance Appraisal on Employees’ Satisfaction: A Case Study of University of Peshawar, Khyber Pakhtunkhwa, Pakistan

Cited by 10 publications

References 22 publications

Management in Times of Crisis: A Qualitative Exploration of the Great Resignation from a Social Exchange Perspective

Management in Times of Crisis: A Qualitative Exploration of the Great Resignation from a Social Exchange Perspective

Investigating the Effectiveness of Employees' Performance Appraisal System: Kuwait Case Study

The role of satisfaction with the performance appraisal: a comparative study between the public and private sectors

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