The Impacts of Performance Appraisal on Employees’ Job Satisfaction and Organizational Commitment: A Case of Microfinance Institutions in Ghana

Agyare, Ramous; Yu-hui, GE; Mensah, Lavish; Aidoo, Zipporah; Ansah, Isaac Opoku

doi:10.5539/ijbm.v11n9p281

Cited by 26 publications

(35 citation statements)

References 35 publications

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“…Administrators will use the assessment methods to determine the employees' performance scores and recommend the types, level and or amount of pay that is consistent or commensurate with the level achievements performed by the employees. The ability of administrators to equally allocate pay-wage according to employee achievements may strongly motivate them to respect and accept their organisational merit pay objectives (Agyare, Yuhui, Mensah, Aidoo & Ansah 2016;Munir, Aziz, Shaladin & Muhammad 2013).…”

Section: Introductionmentioning

confidence: 99%

Administration of the Merit Pay Systems Enhancing Work Outcomes

Ismail

Mahdi

Mat

et al. 2018

AJAG

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This study investigates the relationship between administration of merit pay systems and work outcomes. For data collection purposes, self-administered questionnaires were used on the administrative staff of a Malaysian public research university. The analysis of the Smart PLS path model exhibits three important outcomes: first, the implementation of communication and the assessment of performance are important factors that motivate employees to enhance work satisfaction. Second, the implementation of communication is not an important factor that motivates the employees to enhance organisational commitment. Third, the performance assessment is an important factor that motivates employees to enhance organisational commitment. The results in general, corroborate with previous literature, however, the empirical evidence on the effective communication within the organisation is not an important factor in determining organisational commitment. In addition, this paper provides a clear guidance for managers to administer merit pay system in gaining positive work outcomes. This paper goes on to discussion and implications and is thereafter concluded with conclusion therein.

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Section: Introductionmentioning

confidence: 99%

Administration of the Merit Pay Systems Enhancing Work Outcomes

Ismail

Mahdi

Mat

et al. 2018

AJAG

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“…They should put in mind that commitment is not only related to the fairness of performance appraisal exercises, it is also positively related to employee involvement in the formulation of appraisal tools, clarity of purpose of performance appraisals to employees, and an appreciation of the relevance of evaluation criteria by employees (Agyare et al,2016). When academic employees perceive that they are not allowed authentic participation or not taken seriously, they tend to have negative dispositions towards the management (Sagie and Aycan, 2003).…”

Section: Resultsmentioning

confidence: 99%

Factors associated with organizational commitment of academic employees in Botswana

Fako¹,

Nkhukhu-Orlando²,

Wilson³

et al. 2018

Int. J. Educ. Admin. Pol. Stud.

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Organizational commitment is a major determinant of organizational effectiveness and desirable employee attitudes and behaviours. Highly committed academic staff are the backbone of universities since they play an important role in the success of their institutions. This study investigated factors associated with organizational commitment among academic employees of a university in Botswana using a representative sample of 165 respondents. The study also sought to develop a parsimonious model that can predict organizational commitment among academic employees in Botswana. The results show that about 3 out of 5 academic employees sampled showed evidence of commitment to the university, regardless of their socio-demographic or socio-economic background. The study found 11 factors that were associated with commitment to the university. Most of the factors that affected organizational commitment involved decisions and actions that were directly or indirectly at the disposal and control of the management. The single most important factor that predicted commitment to the university was acceptance of the new criteria for the assessment of academic staff, followed by perception of opportunities for research.

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“…This study concluded both the factors significantly influencing the performance management system. The implementation and assessment procedure of the performance of the employees is necessary to identify the productivity and its effects in an organization in a better way (Agyare et al, 2016). The understanding and learning of organizations goals and vision by employees is important to perform well in the organisation.…”

Section: Review Of Literaturementioning

confidence: 99%

Factors Effecting the Performance Management System: A Comparative Analysis Among Men and Women With Reference to Information Technology Sector

Prasad¹,

Rao²,

Vaidya³

2020

IJM

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This positivist research outcome reports the factors effecting the performance management system (PMS) in information technology sector using a comparative with reference men and women employees. A comparative analysis of an empirical survey involving men and women employees using the factors that effect the PMS in information technology sector carried out. The primary data generated carrying out a survey with Nine hundred and twenty-four employees consisting of 379 women, and 545 men working in information technology sector in and around the Metro of Hyderabad. A structured and undisguised questionnaire, was employed on the respondents for this research study. The questionnaire prepared and published on Google form and link for the questionnaire was provided to the respondents. The six independent factors that are effecting the PMSemployee performance, working environment, personal competencies, knowledge-level, job-knowledge, interpersonal and communication competencies and a dependent factor PMS measured. The reliability and in the internal consistency of the research instrument, the survey questionnaire assessed using reliability statistic Cronbach Alpha. The C-alpha values ranged between 0.67 to 0.86 for men, and 0.63 to 0.84 for women employees for the factors assessed indicating, a strong internal consistency and reliability of the survey instrument. The factors that effect the PMS reported in the manuscript.Factors Effecting the Performance Management System: A Comparative Analysis among Men and Women with Reference to Information Technology Sector

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The Impacts of Performance Appraisal on Employees’ Job Satisfaction and Organizational Commitment: A Case of Microfinance Institutions in Ghana

Cited by 26 publications

References 35 publications

Administration of the Merit Pay Systems Enhancing Work Outcomes

Administration of the Merit Pay Systems Enhancing Work Outcomes

Factors associated with organizational commitment of academic employees in Botswana

Factors Effecting the Performance Management System: A Comparative Analysis Among Men and Women With Reference to Information Technology Sector

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