dissertation on performance appraisal

Performance Appraisal on Employees’ Motivation: A Comprehensive Analysis

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• First Online: 20 September 2020
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• Maryam Alsuwaidi   ORCID: orcid.org/0000-0001-9281-8560 19 ,
• Muhammad Alshurideh   ORCID: orcid.org/0000-0002-7336-381X 19 , 20 ,
• Barween Al Kurdi   ORCID: orcid.org/0000-0002-0825-4617 21 &
• Said A. Salloum   ORCID: orcid.org/0000-0002-6073-3981 22  

Part of the book series: Advances in Intelligent Systems and Computing ((AISC,volume 1261))

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• International Conference on Advanced Intelligent Systems and Informatics

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Several analysis studies have been carried out with a view to providing valuable knowledge into the existing research outline of the performance appraisal and employee motivation. The current study systematically reviews and synthesizes the performance appraisal and employee motivation aiming to provide a comprehensive analysis of 27 articles from 2015 to 2020. The research will aim to establish the impact of performance appraisal fairness on the employees’ motivation in an organization. To achieve its objective, the study will adopt descriptive research. It will be informed of a survey, and there will be a sample selection to make the process economical. This shows that there will be a use of different techniques of information collection since the data to be collected a primary data. There will be interviewing of the sample size, and their responses will be noted down. The presence of the researcher may influence some people, and this necessitates the use of questionnaires for the respondents to fill on their own. In addition, most of the analyzed studies were conducted in Malaysia, China, Pakistan, and India. Besides, most of the analyzed studies were frequently conducted in job satisfaction and performance context, employee motivation followed by organizational effectiveness context. To that end, the findings of this review study provide an insight into the current trend of how performance appraisal affects employee’s motivation.

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University of Sharjah, Sharjah, UAE

Maryam Alsuwaidi & Muhammad Alshurideh

Faculty of Business, University of Jordan, Amman, Jordan

Muhammad Alshurideh

Amman Arab University, Amman, Jordan

Barween Al Kurdi

Research Institute of Sciences and Engineering, University of Sharjah, Sharjah, UAE

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Faculty of Computers and Artificial Intelligence, Information Technology Department, and Chair of the Scientific Research Group in Egypt, Cairo University, Cairo, Egypt

Aboul Ella Hassanien

Department of Electronics and Computer Science, Koszalin University of Technology, Koszalin, Poland

Adam Slowik

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Faculty of computers and information, Ain Shams University, Cairo, Egypt

Fahmy M. Tolba

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Alsuwaidi, M., Alshurideh, M., Al Kurdi, B., Salloum, S.A. (2021). Performance Appraisal on Employees’ Motivation: A Comprehensive Analysis. In: Hassanien, A.E., Slowik, A., Snášel, V., El-Deeb, H., Tolba, F.M. (eds) Proceedings of the International Conference on Advanced Intelligent Systems and Informatics 2020. AISI 2020. Advances in Intelligent Systems and Computing, vol 1261. Springer, Cham. https://doi.org/10.1007/978-3-030-58669-0_61

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2022 Theses Doctoral

Performance Appraisals: Understanding What Makes Feedback Meaningful for the Recipient

Kushner, Michael S.

The study was designed to explore how nurses at a non-union pediatric hospital make meaning of the feedback they receive during their career from their annual appraisals. The qualitative study design used a survey, and from the survey participants, 21 interviewees were selected. Based on the survey responses and categorizing those responses by standard deviation from the mean, three groups were determined. It was expected that there would be differentiated patterns by group. The study identified seven findings that were consistent with the literature. However, there was one surprise. The recipients’ appraisal rating/score on their most recent appraisal was expected to impact their view of their experience, but this was not found to be the case. In fact, those with the lowest survey response scores (least favorable sentiment about appraisals) had the same or higher appraisal ratings when compared to the other two survey groups. With few exceptions, the interviewees expressed a wide variety of responses to interview questions, which is a sign of the dysfunction and lack of alignment of the appraisal tool, its administration, and recipients’ expectations. As a result, there was a lack of a common experience among the interviewees in total as well as within each of the three groups. What was confirmed was that appraisal recipients placed different priorities on multiple variables (experiential learning, coaching, process, power, bias, motivation, learning environment, feedback) that can interfere with the feedback between the leader and the recipient. This can limit the effectiveness of the appraisal and the meaning the recipients make from the feedback. The Introduction chapter highlighted that many employers are struggling with appraisals, as evidenced by the number of major companies over the last few years looking for new ways of providing feedback and casting the traditional appraisal aside. Appraisals are widely used, and much of the research has been completed by researchers in Psychology or Human Resources. Most often, the recipient has not been the focus of the research, or an Adult Learning lens was used. Understanding how an appraisal recipient makes meaning is complex and likely beyond the training and ability of most leaders. As a result, a principal recommendation of this study is that an intermediary who is a highly trained coach be integrated into the appraisal process for all employees. This would allow a personalized approach to be developed for each employee within a standard process.

• Adult education
• Nurses--Training of
• Employees--Rating of
• Performance--Management
• Personnel management

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Home > GRAD > DISSERTATION > 794

Dissertations

The dreaded performance appraisal: can the process ever be comfortable.

Lauren LaBat Follow

Document Type

Dissertation

Doctor of Philosophy

Psychology, Industrial and Organizational

Date of Defense

Graduate advisor.

John Meriac, Ph.D.

Stephanie Merritt, Ph.D.

Jim Breaugh, Ph.D.

Nancy Singer, Ph.D.

Previous research has indicated that individuals dislike and resist the performance appraisal process. Fewer studies have examined reasoning for unintentional rating distortion that may result from a lack of training and clear understanding of how to effectively evaluate behaviors. Researchers have shown that the appraisal process is uncomfortable for raters, but empirical studies have yet to explore how to reduce this discomfort. Rater training research has revealed that trained raters have improved observational skills, a more precise vocabulary to describe behaviors, and improved rating accuracy. This research explored the relationship between performance appraisal discomfort and trait motivational factors (i.e., personality and self-efficacy) and rater behavior (i.e., leniency and accuracy), along with the impact of the experience of training. Additionally, these studies investigated whether performance appraisal discomfort could be reduced after experiencing rater training (specifically, Frame-of-Reference training). Results revealed that individual difference variables (personality and self-efficacy) were not consistently related to ratings of discomfort; however, rater training was found to be an effective mechanism for reducing discomfort with making performance ratings. Future research ideas and practical implications are discussed.

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LaBat, Lauren, "The Dreaded Performance Appraisal: Can the Process Ever be Comfortable?" (2018). Dissertations . 794. https://irl.umsl.edu/dissertation/794

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