The research study was conducted to investigate the effects of a performance appraisal system, rewards and self-efficacy beliefs in a utility company in South Africa. The study was motivated by the incessant challenges raised by employees against the way performance appraisal and rewards are conducted and awarded in the utility company. The scholarship that was consulted for this study included research articles, magazines, newspapers, company reports, books, citations from reputable sources and the Internet. These sources provided the arguments for and against the areas of a performance appraisal system, rewards and self-efficacy beliefs in the knowledge economy. A quantitative research methodology was used in this study where the questionnaire was the main data collection instrument. The quantitative research methodology was motivated by the nature and type of data collected, data collection instrument and the research paradigm. Data were collected from geographically dispersed locations and this would not have been possible to collect large volumes of data had an interview been used. The findings from the study were analysed and presented with the use of statistical packages. The findings were discussed and presented in chapter four of the study, where it was shown that performance appraisal systems were important in organisations as they create opportunities for the supervisor to know the weaknesses or strengths of his/her subordinates. Rewards were used as part of incentives to motivate employees to perform better. The study established that employees possessing high self-efficacy were bound to perform higher than those with low self-efficacy. The study established that there was a relationship between performance appraisals, rewards and self-efficacy. / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

The research study was conducted to investigate the effects of a performance appraisal system, rewards and self-efficacy beliefs in a utility company in South Africa. The study was motivated by the incessant challenges raised by employees against the way performance appraisal and rewards are conducted and awarded in the utility company. The scholarship that was consulted for this study included research articles, magazines, newspapers, company reports, books, citations from reputable sources and the Internet. These sources provided the arguments for and against the areas of a performance appraisal system, rewards and self-efficacy beliefs in the knowledge economy. A quantitative research methodology was used in this study where the questionnaire was the main data collection instrument. The quantitative research methodology was motivated by the nature and type of data collected, data collection instrument and the research paradigm. Data were collected from geographically dispersed locations and this would not have been possible to collect large volumes of data had an interview been used. The findings from the study were analysed and presented with the use of statistical packages. The findings were discussed and presented in chapter four of the study, where it was shown that performance appraisal systems were important in organisations as they create opportunities for the supervisor to know the weaknesses or strengths of his/her subordinates. Rewards were used as part of incentives to motivate employees to perform better. The study established that employees possessing high self-efficacy were bound to perform higher than those with low self-efficacy. The study established that there was a relationship between performance appraisals, rewards and self-efficacy. / MBA (Business Administration), North-West University, Potchefstroom Campus, 2015

Our experiment is aimed at understanding how employee reactions to negative feedback are received by the feedback provider and how employee gender may play a role in the process. We focus specifically on the act of crying and, based on role congruity theory, argue that a male employee crying in response to negative performance feedback will be seen as atypical behavior by the feedback provider, which will bias evaluations of the employee on a number of different outcome variables, including performance evaluations, assessments of leadership capability, and written recommendations. That is, we expect an interactive effect between gender and crying on our outcomes, an effect that will be mediated by perceived typicality. We find support for our moderated mediation model in a sample of 169 adults, indicating that men who cry in response to negative performance feedback will experience biased evaluations from the feedback provider. Theoretical and practical implications are discussed.

績效考評是人力資源管理的重要課題，正確且有效的績效考評制度具有激 勵組織人員士氣之效果。據此，許多人事管理學者相繼提出績效考評的運 作模式，企圖瞭解影響績效考評正確性的因素，以便能建之有效的績效考 評制度。因有關績效考評運作過程模式的實證研究仍付諸闕如，本研究冀 圖綜理各績效考評運作的過程模式，探尋與績效考評正確性相關的重要因 素，並藉實證研究的結果檢視與分析績效在政府機關中的實際運作情形。 本研究採問卷調查法，抽樣對象為台灣省政府、台北市政府、高雄市政府 、考試院銓敘部及行政院人事行政局等五個單位；研究工具為研究者自行 編製的量表，主要的研究變項包括：考評者人口統計變項、受考者的特質 、績效考評的目的、績效考評的途徑、考評者觀察工作的能力、考評者使 用量表的能力、考評者的考評動機、績效考評的正確性、資料分析則採次 數分配、Ｔ考驗、變異數分析、相關分析等方法。本研究結果發現，（一 ）受考者的特質與考評的考評動機有關聯性；（二）績效考評的目的不同 對考評者的考評動機、績效考評的正確性有差異；（三）績效考評的途徑 與考評者的考評動機、績效考評的正確性具有關聯性；（四）考評者觀察 工作能力、考評者使用量表能力、考評者的考評動機之不同，在績效考評 的正確性上有顯著的差異。最後，綜合前述的研究結果加以討論，並就理 論建構與實務應用提出建議。

Since 1999, Ministry of Economic Affairs, R.O.C. boosts ITDP programs actively¡Adeveloping science and technology programs get more and more important for upgrading industry¡¦s R&D abilities. This study is going to establish a performance appraisal model to promote the justice and trust of programs appraisal, provide government for a well model to advance national industries¡¦ forces and competencies. This study establishes a performance appraisal model with AHP and Delphi method. It is shown that ¡§networks effect¡¨ is the most important and critical index of this model and program. Finally we address a performance appraisal model to help the government and industries set up an evaluation or execute appraisal strategy well.

Šiame darbe tyrėme organizacinio teisingumo reiškinį apsiribodami darbo atlikimo vertinimo (toliau - DAV) kontekstu, nes yra duomenų, kad suvoktas DAV teisingumas ankstesniuose tyrimuose buvo susijęs su darbo atlikimo vertinimo sistemos efektyvumu ir kitomis pasekmėmis organizacijai. Didžiausias dėmesys tyrime buvo skirtas darbo atlikimo vertinimo proceso veiksnių sąsajų su DAV teisingumu tyrimui. Kaip pasekmes organizacijai mes tyrėme nuostatas darbo atžvilgiu. Nagrinėjome ryšius tarp DAV teisingumo ir pasitenkinimo darbu bei ketinimo keisti darbą. Tyrime apklausta 117 dirbančių asmenų, kurių darbo atlikimas periodiškai yra įvertinamas ir aptariamas su tiesioginiais vadovais. Tyrimu siekėme išsiaiškinti, kokie darbo atlikimo vertinimo proceso (DAV sistemos, vertinimo pokalbio, ir veiksniai ne vertinamojo pokalbio metu) organizacinio teisingumo veiksniai yra susiję su suvoktu DAV teisingumu. Nustatyta, kad didžioji dauguma,11 iš 13, veiksnių statistiškai reikšmingai susiję su DAV teisingumo įverčiais (koreliacijos koeficientai svyravo nuo 0,33 iki 0,76). Nesusiję su DAV teisingumu buvo du veiksniai – DAV sistemos sudėtingumas ir procedūros, užtikrinančios papildomą aukštesniosios vadovybės darbo atlikimo įvertinimo tikslumo kontrolę. Darbuotojų suvoktą DAV teisingumą įtakoja trys DAV proceso veiksniai: bendradarbiavimas darbo atlikimo vertinimo aptarime, darbo atlikimo vertinimo pokalbio (ne)malonumas ir darbo atlikimo – gauto įvertinimo atitikimas. Pirmieji du veiksniai... [toliau žr. visą tekstą] / While exploring organizational justice phenomenon, we limited our scope to specific area of work relationship and decision making – performance evaluation. We used past research notion from literature that performance appraisal (PA) fairness is related to PA system effectiveness and various organizational outcomes such as work attitudes. The main part our attention was focused on the relationship of PA process variables and PA fairness. We explored relationship of PA fairness and two work related attitudes – job satisfaction and intention to turnover. We distributed our questionnaire to 117 employed Lithuanian persons, whose performance appraisal is evaluated and discussed with manager at least once a year. 88 percent of subjects were woman, mostly with university degree. In our research we were looking for the answer, which PA process variables (PA system, PA session, non-session) are related to PA fairness. Results indicated, that majority of variables (11 out of 13) were significantly correlated with PA fairness (correlation ranging from 0.33 to 0.76). System complexity and multiple inputs of management in PA items were not correlated with PA fairness. This data is opposite to (Giles et al., 1997) findings for US sample. PA fairness can be predicted by 3 variables, accounting for 77% variance. These variables are session participation, session unpleasantness and performance-rating linkage. Firs two items we prescribed interactional justice emanating from manager, and the... [to full text]

M.Comm. / Performance appraisal of employees is traditionally one of the most criticised human resource management functions. Performance appraisal is however a critical element in the success of especially a service organisation, because the employees are the most important asset in a service organisation. This asset has to be developed and managed to contribute to the achievement ofthe organisation's vision, mission and objectives. Performance appraisal is more than just a task that is performed once a year. It is a continuous management process. This study focuses specifically on performance appraisal of audit personnel and the performance management process of small to medium audit firms. The study identifies the different appraisal methods, criteria for appraisal, the performance management processes and the linking of performance appraisal and reward management. The method of the research that was followed, are a combination of a literature review and a study of appraisal methods, processes and competencies as criteria for appraisals, that are used by different auditing firms. The ranking of importance of the competencies used, as criteria for evaluating audit personnel, by employees and management of small to medium audit firms, were reviewed. Although performance appraisal is often neglected in a small to medium audit firm, it is still an essential component that will facilitate employee development and success of the organisation. The results of the research show that employee development should be the primary goal of performance appraisal and that fairness, honesty and continuous feedback are critical for a successful performance management process.

The purpose of this study was to determine a model to integrate managerial and non-managerial expectations, regarding performance appraisals, in an organisation-specific performance appraisal system’s design. The sample consisted of 178 respondents that completed a newly developed questionnaire, aimed at obtaining the respondents input in the performance appraisal system’s design. The results of the managerial group were compared to the non-managerial group. Some significant differences were obtained regarding the design of the performance appraisal system. The results and implications are discussed. / Dissertation (MCom)--University of Pretoria, 2009. / Human Resource Management / unrestricted

Performance appraisal satisfaction is the extent to which the employee perceives performance ratings, which reflect those behaviours that contribute to the organisation. Even though performance appraisal satisfaction is the most frequently measured appraisal reaction, there are relatively few meta-analysis studies which link determinants of appraisal system to satisfaction with employee performance. The focus of this research is to examine the determinants affecting employee performance appraisal satisfaction in the Brunei public sector using data collected from among public sector employees, with particular emphasis on how performance is viewed and measured in the public sector. Data for this research were gathered across ten government ministries in Brunei. This research study adopts a ‘mixed method approach’, which utilises quantitative data supported by qualitative data. The qualitative interviews involved 14 participants, while the main quantitative data had 355 samples. Quantitative data was analysed using descriptive analysis and exploratory factor analysis run on SPSS, while confirmatory factor analysis, path analysis and structural equation modelling were also employed on applied analysis of moment structure (AMOS) to assess the model fit of the study and hypotheses testing. Results indicated that latent constructs (goal-setting and the purposes of performance appraisal; alignment of personal objectives with organisational goals; fairness of the appraisal system; types of performance evaluation measures; format of rating scales; appraiser-appraisee relationship and credibility of appraiser; in-group collectivism; power-distance; and pay-for-performance constructs) were positively and significantly correlated to performance appraisal satisfaction. The results also showed that the goodness of fit indices offered an acceptable fit to Brunei’s data. The study findings advance current knowledge in the performance management domain by extending individual level theory of performance appraisal satisfaction and provide empirical evidence for performance appraisal and employee satisfaction at the individual level in the public sector. This study contributes theoretically by highlighting the unique effects of latent factors on employee performance appraisal satisfaction. The research also contributes in terms of methodology, in that this study contributes to the examination of the predictors of established models of performance management in a country which is culturally different from the environments in which these constructs were developed. This research has filled gaps by testing predictor variables in cross-cultural work settings, which may be useful in generalising these predictors. Furthermore, the examination of the conceptual framework using structural equation modelling is a methodological contribution in its own right. The presence of multivariate normality encourages the assessment of the measurement model by a confirmatory factor approach, using maximum likelihood estimation, which is an additional contribution to the method analysis.

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