Today, performance appraisal (PA) has increasingly become part of a more strategic approach to integrating HR activities and business policies and may now be seen as a generic term covering a variety of activities through which organizations seek to assess employees and develop their competence, enhance performance and distribute rewards. In this paper that has been investigated alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention among staff of Saman Gostar holding company in Iran, a number of four hypothesizes also are surveyed. Using sampling formula, a number of 77 persons were selected as sample among 404 staff from staffs of Saman Gostar holding company and its subsidiary companies. Data was collected by standard questionnaire and random sampling. For data analysis correlation coefficient of Pierson was used through SPSS and Lisler Software. Results showed positive relationships between performance appraisal satisfaction with work performance, affective organizational commitment as well as negative relationship with turnover intention. Intrinsic motivation as a mediator also was effected relationship between performance appraisal satisfaction with work performance, affective organizational commitment, and turnover intention.
|Keywords:||Performance Appraisal, Intrinsic Motivation, Affective Commitment, Work Performance, Turnover Intention|
Assistance Professor, Management Department, University of Isfahan, Isfahan, Isfahan, Iran (Islamic Republic of)
MA Student, University of Isfahan, Isfahan, Iran (Islamic Republic of)
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