People have been identified as the source of competitive advantage for organizations by numerous researchers. Effective people management through strategic human resource management (HRM) practices, such as regular PAs, linked with assess employees and develop their competence, enhance performance and distribute rewards. Performance appraisal (PA) is among the most important Human Resource (HR) practices. Common to most definitions of PA is the concept of improving performance and developing people, although its use in organisations continues to be varied. There is evidence to indicate that there is widespread dissatisfaction with PAS across many industries. according to fletcher (1993) more than 80 percent of UK organizations surveyed in the UK express some dissatisfaction with their performance appraisal system (PAS), perceiving that they fail as a mechanism to develop and motivate people. Bowles and Coates (1993) report a figure of 68 per cent dissatisfaction with the process in a sample of 48 UK organisations and that this is a result of the many conflicting requirements that most organisations have of their PAS. There is consensus among PA researchers and practitioners that assessment of appraisal reactions is important.
The purpose of this study was to explore alternative relationship between PAS and work performace, affective organizational commitment and turnover intention. In addition to investigating a direct relationship, the study also examines hypothese claiming that intrinsic work motivation will moderated the relationship between PAS and employee outcomes. The statistical population consisted of all of the contract and formal employees of esfahan university. Statistical sample volume of 80 was randomly. The research tool were used from questionnaire based on Kuvaas model. In this study, according to research literature a model was tested to show PAS effect on work performance, affective organizational commitment and turnover intention by using of lisrel software. According to results from analyses of questionnaire data, relationship of PAS to turnover intention not significance and relationship of PAS to work performance and affective commitment significance. However, results revealed role of moderating of intrinsic work motivation. In this reviewing model, the amount of fitting indices (GFJ-0/97 and AGFJ=0/97) are indicative of model appropriateness.
|Keywords:||Performance Appraisal, Intrinsic Motivation, Affective Commitment, Work Performance, Turnover Intention|
Assistant Professor and Academic Member, Management Department, Faculty of Administrative Sciences, University of Isfahan, Iran (Islamic Republic of)
kurdistan, Kurdistan, Iran (Islamic Republic of)
Isfahan, Isfahan, Iran (Islamic Republic of)
Ilam, Ilam, Iran (Islamic Republic of)
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