Satisfaction with a performance appraisal system in the Portuguese public sector: The importance of perceptions of justice and accuracy

Lira, Miguel

doi:10.1016/j.tekhne.2015.01.005

Cited by 15 publications

(21 citation statements)

References 28 publications

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“…The results also similar with the preview study of Lira. M, (2015) about the employees perception of justice in performance appraisal in government sector of Portugal, which shows that there is a great need for improvement in appraisal procedure of public sector.…”

Section: Findings and Conclusionsupporting

confidence: 89%

“…The overall results of Regression Analysis is significant and support this hypothesis, that most of the employees feel that perception about perceived justice in the process of performance appraisal is significantly related with employee satisfaction. This result is also supported by several preview studies (Rownald, C, & Hall, R. 2013; Erdogan, Kraimer & Liden, 2001;Lira M, 2015) about the relation of perception of justice and employee level of satisfaction. ISSN 2162-3058 2018…”

supporting

confidence: 72%

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Perception of Justice in Performance Appraisal; A Comparative Study of Public And Private Institutions of Pakistan

Malik¹,

Chishti²

2018

IJHRS

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The aim of this study is to assess the employees’ perception of justice related to the Performance Appraisal System and its impact on the satisfaction level with the help of supervisor role as moderator. Quantitative techniques are used to analyze the data. Data were collected through non-probability sampling. Survey Questionnaire is used to collect the data. The research investigates the information about employee’s perception of performance appraisal and its effect on their level of satisfaction. The 200 responses were obtained from different institution of public and private sector of Pakistan, those institutions are from Banking and Airline Sector. Study do not support the supervisor role as moderator. On the other hand comparison of Public and Private Institutions shows minimal difference among perception of their employees and also there is very less difference existing among performance appraisal practices of both sectors of Pakistan.

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Section: Findings and Conclusionsupporting

confidence: 89%

supporting

confidence: 72%

Perception of Justice in Performance Appraisal; A Comparative Study of Public And Private Institutions of Pakistan

Malik¹,

Chishti²

2018

IJHRS

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“…No que diz respeito aos efeitos dos sistemas contemporâneos de gestão e avaliação de desempenho no desempenho organizacional foi possível encontrar efeitos que ainda não constavam no modelo idealizado por FrancoSantos, et al (2012 | 2145 (Caillier, 2016;Lira, 2014e Deepa et al, 2014 …”

Section: Efe I T O S D O S S I S T E M a S C O N T E M P O R â N Eo Sunclassified

O impacte do sistema de Gestão do Desempenho nas relações laborais no contexto da Administração Pública | Perspetivas encontradas na literatura

Marques

Rodrigues

2017

GeS

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RESUMONo âmbito da modernização da Administração Pública portuguesa foi estabelecido o Sistema Integrado de Gestão e Avaliação do Desempenho na Administração Pública, (SIADAP), que v isa contribuir para a melhoria do desempenho e qualidade de serviço da administração pública, garantido a coerência e harmonia na ação dos serv iços e colaboradores. Com este sistema prevê-se a promoção da motivação pro fissional dos colaboradores e o desenvolvim ento das suas competências (artigo 1.º, Lei n.º 66 -B/ 2012, de 31 de dezem bro).A investigação científica tem estudado vários aspetos dos sistemas de gestão e avaliação de desempenho, no entanto, há uma temática ain da po uco explorada: a das consequências destes sistemas. O presente trabalho atualiza a tipologia idealizada por Franco -Santos, L ucianetti e Bourne (2012), com as novas perspectivas da literatura e apresenta um modelo para analisar os efeitos de um sistema de gestão e avaliação de desempenho na Administração Pública.Palavras Chave: Administração Pública; Av aliação de Desempenho; Gestão de Desempenho; Relações Laborais; SIADAP. ABSTRACTIn the context of the modernizatio n of the Portuguese Public Administration, the Integrated Management and Performance Evaluatio n System for Public Administration (SIAD AP) was established, which aims to contribute to the improvement of the performance and quality of service of public administration, for the coherenc e and harmony of the action of the services, managers and other workers and for the promotion of their professio nal motivation and development of competences (article 1, Law no. 66 -B / 2012, of December 31).Scientific research studied several to pics of per formance management and evaluatio n systems, however, there is an under -explored one: the consequences of these systems. This study updates the typology proposed by Franco -Santos, Lucianetti and Bourne (2012)with new perspectives of the literature, presenti ng a framework which analyses the consequences of the implementation of performance evaluation systems in the Public Administratio n context.

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“…There are several empirical reports of measures of employee reactions to performance reviews by organizations. Different surveys converge with satisfaction as a common element and others varying according to context (Dusterhoff, Cunningham, & MacGregor, 2014;Harrington & Lee, 2015;Keeping & Levy, 2000;Kim, 2016;Kim & Holzer, 2016;Lira, 2014;Lira, Silva, & Viseu, 2016). The most complete model found was the one presented by Keeping and Levy (2000).…”

Section: Introductionmentioning

confidence: 99%

“…Finally, it is worth highlighting the perception of accuracy component. According to Lira (2014), some argue that the individual perception of the evaluated influences the understanding of the accuracy of the evaluation process to which they were submitted. Indeed, the results found by this author indicate that there is a positive relationship between employee satisfaction and the perception of accuracy regarding performance appraisal.…”

Section: Introductionmentioning

confidence: 99%

Measurement Scales of Reactions to the Assessment of Graduate Programs: Evidences of Factorial Validity

2020

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The propose was to seek validity evidences of scales based on the model of reactions of higher education professors about the evaluation of graduate programs conducted by the Brazilian Federal Agency for Support and Evaluation of Graduate Education (Capes). The scales of satisfaction, justice perception, utility perception, and accuracy perception were applied on 814 higher education professors, being 50.36% males, with a mean age of 47.66 years (SD = 9.34). Exploratory analysis indicated reliability of the four scales (alphas ranged from .69 to .97 and omegas are from .70). These and other psychometric indicators of the scales indicate that the measures are reliable, and the reaction model was confirmed by the strong correlation between the scales.

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Satisfaction with a performance appraisal system in the Portuguese public sector: The importance of perceptions of justice and accuracy

Cited by 15 publications

References 28 publications

Perception of Justice in Performance Appraisal; A Comparative Study of Public And Private Institutions of Pakistan

Perception of Justice in Performance Appraisal; A Comparative Study of Public And Private Institutions of Pakistan

O impacte do sistema de Gestão do Desempenho nas relações laborais no contexto da Administração Pública | Perspetivas encontradas na literatura

Measurement Scales of Reactions to the Assessment of Graduate Programs: Evidences of Factorial Validity

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