The Influence Of Performance Appraisal Satisfaction On Nurses’ Motivation And Their Work Outcomes In Critical Care And Toxicology Units

Abstract

Nurses’ satisfaction with performance appraisal is a critical and important aspect for increasing intrinsic motivation and achieving better work outcomes among nurses. The present study attempted to understand how satisfaction with the performance appraisal process among nurses affects their motivation and their work outcomes as well as to identify the influence of nurses’ motivation on nurses’ work outcomes. Additionally, it tried to describe obstacles that hinder nurses’ satisfaction with performance appraisal process. The study applied cross-sectional descriptive correlation study amongst 323 nurses in Critical Care and Toxicology Units. This study revealed that nurses were dissatisfied with the performance appraisal process and less motivated in their work. Also, their performance and productivity were at fair levels. The present study found that nurses’ satisfaction with performance appraisal had a highly significant positive impact on nurses’ intrinsic motivation and nurses’ work outcomes. This study also indicated that nurses’ intrinsic motivation had a highly significant positive relationship with nurses’ work outcomes. Additionally, nurses perceived that managerial and organizational forces may hinder their satisfaction with the performance appraisal process.

Empowerment Predicting Nurses’ Work Motivation and Occupational Mental Health

“…Thus to achieve high quality of care and to enhance productivity, the organization should care for their employees through creating internal opportunity, accessing organization's recourses and information, training and education, and adapting a reward and intensive system. Consequently, this will enhance motivation level among nurses, and they will be motivated, feel more satisfied, and have higher performance and productivity (Aly & El-Shanawany, 2016). Similarly, previous studies reported association between structural, psychological empowerment and motivation (Gabra et al, 2019; Knol & Van Linge, 2009).…”

An Opportunity to Grow or a Label? Performance Appraisal Justice and Performance Appraisal Satisfaction to Increase Teachers’ Well-Being

“…Selvarajan et al (2018) connected performance appraisal justice to job performance through the motivation to perform better. Drawing on this evidence and considering the positive relation between performance appraisal justice and job performance (Kuvaas, 2006; Aly and El-Shanawany, 2016), we would like to clarify the role of performance appraisal satisfaction in the relation between performance appraisal justice and job performance. Therefore, we assume that:…”

Single-rating, multi-rating 360° performance management and organizational outcomes: evidence from the UAE

“…Even though research has established PM’s critical significance in accomplishing positive or avoiding adverse organizational attitudinal and behavioral outcomes, many research queries remain unanswered (Aly and El-Shanawany, 2016; Memon et al , 2019). Little is known about the mediating and moderating mechanisms through which single-rating and multi-rating 360° (PM) impacts employees’ trust, commitment, satisfaction and intention to leave.…”

“…Thus, the current study contributes to the body of literature by grouping many research old and separately-studied constructs to examine these relationships (See Figure 1 for more details about the distinctive conceptual framework). Third, previous research tends to test only the direct relationship between PM and organizational outcomes (Aly and El-Shanawany, 2016; Memon et al , 2019). In the context of globalized businesses and contexts like (i.e.…”