Thesis (Ph. D.)--University of Chicago Graduate School of Business, March 1999. / Includes bibliographical references. Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 1997. / Typescript. Vita. Includes bibliographical references (leaves 285-291). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 1997. / Typescript. Vita. Includes bibliographical references (leaves 285-291). Also available on the Internet.

Thesis (Ph. D.)--University of California, Riverside, 2009. / Includes abstract. Includes bibliographical references (leaves 33-42). Issued in print and online. Available via ProQuest Digital Dissertations.

Thesis (Ph.D.)-University of KwaZulu-Natal, Pietermaritzburg, 2010. / Submitted to Centre for Environment, Agriculture and Development. Full text also available online. Scroll down for electronic link.

Thesis (Ph. D.)--Michigan State University, 2005. / Includes bibliographical references (leaves 69-74). Also available online (PDF file) by a subscription to the set or by purchasing the individual file.

Thesis (Ph.D.)--Victoria University (Melbourne, Vic.), 2009.

Thesis (Ph. D.)--Michigan State University, 2005. / Includes bibliographical references (leaves 69-74)

The objective of this study was to investigate what the critical elements were for an employee performance appraisal system (EPA) to be effective and successful and whether the latter would enhance employee engagement. The study hypothesised that three elements, namely the level of trust in the appraiser, communication by the appraiser and the level of training of the appraiser would be critical to achieve an effective EPA. Effective performance appraisal is known to benefit organisations by helping them measure performance, motivate employees and most commonly help to make HR related administrative decisions, such as promotions and rewards. The study was conducted in a national public entity, which is constituted and mandated in terms of the PPEC Act, No 9 of 1983, to perform cold chain services and also under the APS Act, No.119 of 1990. The organisation studied also delivers inspection and food safety services for perishable products as mandated by the Department of Agriculture, Forestry and Fisheries. The research adopts a survey approach where self-administered questionnaires were used to gather data from the employees to measure their opinions of the measured elements of the employee performance appraisal (EPA). The surveys were issued to a total of 150 employees within the organisation and a total of 82 usable surveys were returned. The findings of the study revealed that the employees were generally satisfied with the level of competency, training of, and trust in, the appraiser, but there was still work to be done in improving the system and making it more successful and rewarding. Communication by the appraiser was found to be not significantly related to the effectiveness of the current performance appraisal system.

M.Com. (Industrial Psychology) / Please refer to full text to view abstract