Impact of performance appraisal on employee’s performance involving the Moderating Role of Motivation

Iqbal, Nadeem; Ahmad, Naveed; Haider, Zeeshan; Batool, Yumna; Ul-Ain, Qurat

doi:10.12816/0002354

Cited by 36 publications

(37 citation statements)

References 10 publications

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“…In accordance, performance appraisal (PA) is a regular and systematic process to evaluate employees' performance. It can be considered a reliable tool to make sure that the appropriate employees are filling the right positions within the organization (Iqbal et. al., 2014).…”

Section: Performance Management and Performance Appraisalmentioning

confidence: 99%

“…RAO ( 2015) also indicated that PA is essential to determine the success and failure of any PAC PAP PAE PAL MO JP organization implementation of the strategy and the growth through tracking the performance of the employee and the reasons that might motivate them. It was Iqbal et al ( 2014) who suggested relation between PA and employee's performance focusing on role of motivation. Aydın & Tiryaki (2018) later developed and examined a model on relationships between Motivation, Performance appraisal, and job performance in Turkey.…”

Section: Conceptual Framework and Research Hypothesesmentioning

confidence: 99%

“…Aydın & Tiryaki (2018) later developed and examined a model on relationships between Motivation, Performance appraisal, and job performance in Turkey. In essence, a model has been expanded through works of (Iqbal et al, 2014) and (Aydın & Tiryaki 2018) (Fig. 1) where Performance Appraisal factors including: Performance Appraisal purpose (PAP), Performance Appraisal criteria (PAC), Leadership Style (PAL) and Finally Evaluation Method (PAE) may affect Employees motivation (MO) and Job Performance (JP).…”

Section: Conceptual Framework and Research Hypothesesmentioning

confidence: 99%

“…Despite PA is used in governmental organizations, there are different approaches to adopt based on either sector and/or culture (Najafi et al, 2010). Iqbal et al, (2014) state that governmental employees may not consider PA as a vital process as in private sector since annual incremental and period of promotions are fixed as well as no bonuses are awarding especially in some developing countries. This paper studies the impact of PA on motivation and thus job performance of governmental employees within the State of Qatar.…”

Section: Introductionmentioning

confidence: 99%

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The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation

Al-Jedaia¹,

Mehrez²

2020

10.5267/j.msl

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The purpose of this paper is to assess the impact of performance appraisal on job performance focusing on the role of Motivation in the governmental sector in Qatar. While many organizations consider performance appraisal (PA) an important tool to measure and evaluate employees' performance, PA can be used as an effective tool to maintain the capabilities and effectiveness of the workforce. In general, PA can be a crucial tool to motivate employees and leverage their job performance and thus can be considered as a competitive advantage over rivals. This paper has identified main factors of PA from the previous pieces of literature and prioritized the most influencing factors affecting PA such as purpose (PAP), criteria (PAC), leadership (PAL), and methods of evaluations (PAE) on employee's motivation as well as their relationships with job performance. Besides, the study sought to fill the literature gap on the performance management field in the context of Qatar for future research. In the course of this study, descriptive research design was adopted in the form of a survey. The survey was distributed, and 294 responses were collected. The conclusion of the finding was that the PAP and PAE had impacts on employee's motivation and job performance, while PAC and PAL did not. In addition, the findings illustrate a positive correlation between employee's motivation and performance. Human Resource managers of organizations may use findings to better support employees' motivation and performance.

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Section: Performance Management and Performance Appraisalmentioning

confidence: 99%

Section: Conceptual Framework and Research Hypothesesmentioning

confidence: 99%

Section: Conceptual Framework and Research Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation

Al-Jedaia¹,

Mehrez²

2020

10.5267/j.msl

View full text Add to dashboard Cite

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“…It is the perception of a people who describe the intensity of behavior (Petri, 2004). Performance evaluation helps employees achieve goals, goals and guidance (Iqbal, Ahmad, Haider, & Batool, 2013).…”

Section: Performance Appraisalmentioning

confidence: 99%

A Study of a Casual relationship between Performance Appraisal and Employeeâ€™s Performance: Evidence from the Textile Sector in Faisalabad

Hassan¹,

Maqsood²,

Gill³

2018

JEVR

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Employee performance is the strength of the organization. This study relates to the assessment of the relationship between employee performance evaluations to assess the moderate role of motivation. The current research was conducted in Faisalabad's textile industry. A sample of 204 respondents was drawn using a convenient sampling technique. In addition, the primary information was collected through a questionnaire. For data analysis, SPSS (version-20) software applied percentage, mean, standard deviation, regression and correlation coefficient methods. The result is achievable in a positive relationship between the outcome of the conversion and the employee's earnings. Another variable is motivation, because the moderator has a positive effect between the two relationships. The textile industry can use the evaluation rule as a deliberate approach by integrating it into its business policy and HR practice and improving the employee's performance in the organization.

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The Effect of Using Artificial Intelligence on Performance of Appraisal System: A Case Study for University of Jeddah Staff in Saudi Arabia

Alrashedi

Abbod

2020

Advances in Intelligent Systems and Computing

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Despite the interest of developed countries in relying on artificial intelligence in the performance of their work, developing countries are at the beginning of this path. The researcher has noted that the use of modern technologies, especially artificial intelligence, did not give the necessary attention in government business and many private sector companies, so it was necessary to draw attention to the importance of using it to develop all businesses. This study focuses on clarifying the importance of using artificial intelligence (AI) technology in the process of evaluating the employee's performance to increase the effectiveness of performance appraisal for all organisational levels to make strategic decisions which affect the objectives of the organisation. This study has used a questionnaire that looked at participants' views and attitudes towards technology and its usefulness in the appraisal process. Knowing the opinions of employees and their supervisors will enable to demonstrate the need to use AI to raise the efficiency of the performance appraisal system and develop its processes for the employee's benefits and the general interest at the organisation. Most of the answers were between agree and strongly agree, and on the other side , there was a very small percentage that did not believe the importance of using artificial intelligence in works, and this may be due to their feeling of resisting change and the desire to work a way they used to. This paper begins by providing demographic details and background information on the participants, followed by an examination of the reliability of the extracted factors/metrics. The extracted factors will then be described individually using general descriptive statistics (such as repetition percentages) to look at their respective elements and see the level of the agreement created by the participant. Following this descriptive part of the analysis, this paper seeks to conduct an in-depth analysis of the results using various inferential statistics to test group differences using demographic and background details of the participants (e.g. age, gender, education). This study investigates the impact of the use of AI on the performance appraisal model, and to examine the effect of AI on the technology adoption.

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Impact of performance appraisal on employee’s performance involving the Moderating Role of Motivation

Cited by 36 publications

References 10 publications

The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation

The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation

A Study of a Casual relationship between Performance Appraisal and Employeeâ€™s Performance: Evidence from the Textile Sector in Faisalabad

The Effect of Using Artificial Intelligence on Performance of Appraisal System: A Case Study for University of Jeddah Staff in Saudi Arabia

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