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BRM
BRM
“How do the different appraisal systems of organizations effect the employee satisfaction”?
More satisfied employees will help the organization to grow fast. To satisfy the employees a fair
appraisal system must be followed. This satisfaction will motivate the employees and they carry
out tasks to accomplish organizational goals.
Theoretical Framework:
Employee engagement
Moderating Factor
Hypothesis:
If the performance appraisal will be good then the organizational commitment will be
increased.
Satisfaction of employees directly affect performance appraisal.
Greater the employee engagement, higher the organizational commitment.
Good appraisal system leads to the better employee engagement.
Introduction:
In today’s competitive business world, it is understood that organizations can only compete with
their rivals by innovating, and organizations can be innovative by managing their human
resources well. The human resource system can become more effective by having a valid and
accurate appraisal system used for rating performances of employees (Armstrong, 2003;
Bohlander & Snell, 2004)
Literature review:
Angelo S. De Nisi and Robert D. Pritchard (2006) define performance appraisal as a discrete,
formal, organizationally sanctioned event, usually not occurring more frequently than once or
twice a year, which has clearly stated performance dimensions and/or criteria that are used in the
evaluation process.
On the most basic level, (Borman & Motowidlo, 1993) distinguish between task and contextual
performance. Task performance refers to an individual’s proficiency with which he or she
performs activities which contribute to the organization’s objective
The literature reveals that fairness perceptions about various components of PAS have very
serious implications not only for employees, but also for an organization (e.g. Bernardin &
Beatty, 1984; Latham & Wexley, 1994).