The relationship between developmental performance appraisal, organizational support, organizational commitment and task performance: Testing a mediation model

Poursafar, Ali; Rajaeepour, Saeed; Seyadat, Sayeed Ali; Oreizi, Hamid Reza

doi:10.5296/ijhrs.v4i2.5765

Cited by 9 publications

(8 citation statements)

References 53 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Although it is costly to conduct performance appraisal, organizations still adopt this practice as it serves as a fundamental organizational decisions in certain situations where promotions, bonuses and training needs are determined which potentially creates work motivation and commitment to the organization. Therefore the performance evaluation practice is an inherent and inseparable part of the organization (Poursafar, Rajaeepour, Seyadat, & Oreizi, 2014;Obeidat, Masa'deh, & Abdallah, 2014). This is in line with the statement in the study of Getnet, Jebena and Tsegaye (2014) which proposed that performance appraisal is commonly adopted by organization in order to incentivize and measure the performance of their employees.…”

Section: Performance Appraisalsupporting

confidence: 59%

Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention

Kadiresan¹,

Selamat²,

Selladurai³

et al. 2015

ASS

View full text Add to dashboard Cite

It is widely agreed that the impact of human resource management (HRM) practices can create comparative advantage for the organizational performance when organizational commitment matters. On the contrary, turnover has become a trend and it is at rise in the current working environment. The main intention of this study is to demonstrate a relationship between HRM practices and organizational commitment and its impact on turnover intention. Data of 75 employees from several different industries were collected throughout Klang Valley in Malaysia. The outcome reflects a correlation among Performance Appraisal and Training and Development (HRM practices) with organizational commitment which in turn contributed an inverse relationship with employee turnover intention. The greater commitment developed among employees will improve the organizational effectiveness through maintained skilled and experienced employees thus reducing turnover intentions. Therefore, this study dedicates to the knowledge on the impact of HRM practices on organizational commitment and turnover intention. The data results can serve as a reference or guideline when conducting relevant studies in the future.

show abstract

Section: Performance Appraisalsupporting

confidence: 59%

Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention

Kadiresan¹,

Selamat²,

Selladurai³

et al. 2015

ASS

View full text Add to dashboard Cite

show abstract

“…In addition, the complexity and uncertainty of public management make management extremely complex. The index system, which serves as the foundational component of public management performance evaluation, is a crucial requirement for its successful development [ 5 ]. The development of a rational and scientific index system to assess the efficacy of public management is a common and urgent need shared by the government, social organizations, and the general public.…”

Section: Introductionmentioning

confidence: 99%

[Retracted] Construction of the Public Management Performance Assessment Algorithm Using Fuzzy Clustering

Zhang

2022

Journal of Environmental and Public Health

View full text Add to dashboard Cite

This paper analyzes the limitations of the current public management performance evaluation system, puts forward a public management performance evaluation model based on fuzzy clustering, and expounds on the theoretical framework and principle of this method. In addition, this paper introduces the concept and method of public management performance evaluation into the evaluation content system of government under the rule of law and realizes the combination of government under the rule of law theory and public management performance evaluation methodology. At the same time, through the analysis of the organizational system, technical system, institutional mechanism, result orientation, public satisfaction, and related index content, a public management performance evaluation index system is designed. Through macro and micro, qualitative and quantitative analysis and evaluation, the performance evaluation index system is improved, which provides an objective basis for forecasting and decision-making, control, and adjustment. The research shows that the highest accuracy of this clustering method can reach about 96%, and its accuracy is about 10% higher than that of the ID3 algorithm. It is expected that this research can make some contributions to the research of the public management performance evaluation index system. At the same time, it highlights the importance of research on performance evaluation of government ruled by law.

show abstract

“…In doing so, the demands of career development related to enhancing the personal skills of staff will be met, and the claims for basic belief and values such as the enhancement of individual abilities and professional advancement, all of which improve their OC, will be validated. Therefore, the results show that OC plays an important role in enhancing the relationship between PA and OCB (Allui & Sahni, 2016;Fletcher, 2001;Husin, Chelladurai, & Musa, 2012;Neha & Himanshu, 2015;Poursafar, Rajaeepour, Seyadat, & Oreizi, 2014).…”

Section: Discussionmentioning

confidence: 87%

The relationship between human resource management practices and organisational citizenship behaviour

Tashtoush

Eyupoglu

2020

South African Journal of Business Management

View full text Add to dashboard Cite

This study aims at providing empirical evidence on the extent to which organisational commitment mediates and strengthens the relationship between human resource management practices and organisational citizenship behaviour amongst administrative staff working in Jordanian universities.Design/methodology/approach: Data were gathered using a questionnaire. The population of the study consisted of administrative staff working at 29 universities. A total of 350 employees participated in the study. Data analysis involved the computation of descriptive statistics, as well as structural equation modelling, factor analysis, regression and correlation analysis.Finding/results: The results of the study indicated that the human resource management practices, organisational commitment, and organisational citizenship behaviour were statistically significant. Moreover, it was found that human resource management practices through organisational commitment impact organisational citizenship behaviour. Practical implication:The literature supports that organisational citizenship behaviour promotes the effective functioning of any organisation as well as contributing to the overall success of the organisations. Therefore, there is a need to conduct studies that concentrate on how to improve organisational citizenship behaviour so that organisations can sustain performance.Originality/value: The conceptual model developed in this study provides relationships of human resource management practices through organisational commitment that can be used by the management of organisations as a guide to positively influence the organisational citizenship behaviour of the employees in their organisations.

show abstract

The relationship between developmental performance appraisal, organizational support, organizational commitment and task performance: Testing a mediation model

Cited by 9 publications

References 53 publications

Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention

Performance Appraisal and Training and Development of Human Resource Management Practices (HRM) on Organizational Commitment and Turnover Intention

[Retracted] Construction of the Public Management Performance Assessment Algorithm Using Fuzzy Clustering

The relationship between human resource management practices and organisational citizenship behaviour

Contact Info

Product

Resources

About