Satisfaction with performance appraisal from the employees’ perspective and its behavioral outcomes (case study of headquarters offices of Bank Refah)

Farzad Fakhimi · Atefeh Raisy

7 citations0/0 files storedEuropean Online Journal of Natural and Social Sciences

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Employee Performance and Management Job Satisfaction and Organizational Behavior Employee Performance and Motivation

Abstract

The aim of conducting the present study is investigating the relationship between satisfaction with performance appraisal and some behavioral indices (work performance, affective attachment to the organization, motivation improvement and willingness to quit job) of employees in Bank Refah. This study is of applied type which has been conducted with descriptive-survey method. The data in this study have been collected from 269 employees in the headquarters offices of Bank Refah and data collection has been done using correlation and regression method and by SPSS software. The results indicate that satisfaction with performance appraisal is regarded as an important index in improving the effectiveness of this function of management and it will have outcomes such as motivation improvement, reduction in willingness to quit job, increasing affective commitment of employees and improvement in work performance. Therefore, it has been suggested that in order to increase the effectiveness of performance appraisal, in addition to fairness and transparency of assessments, it should be tired to continuously and from the perspective of employees, improve and modify this function of management. Normal 0 false false false RU X-NONE X-NONE /* Style Definitions */ table.MsoNormalTable {mso-style-name:"Обычная таблица"; mso-tstyle-rowband-size:0; mso-tstyle-colband-size:0; mso-style-noshow:yes; mso-style-priority:99; mso-style-qformat:yes; mso-style-parent:""; mso-padding-alt:0cm 5.4pt 0cm 5.4pt; mso-para-margin-top:0cm; mso-para-margin-right:0cm; mso-para-margin-bottom:10.0pt; mso-para-margin-left:0cm; line-height:115%; mso-pagination:widow-orphan; font-size:11.0pt; font-family:"Calibri","sans-serif"; mso-ascii-font-family:Calibri; mso-ascii-theme-font:minor-latin; mso-hansi-font-family:Calibri; mso-hansi-theme-font:minor-latin;}

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 7 citations exist upstream.

References

1990The measurement and antecedents of affective, continuance and normative commitment to the organization 1990Cognitive Elements of Empowerment: An "Interpretive" Model of Intrinsic Task Motivation 1995Understanding performance appraisal: social, organizational, and goal-based perspectives 2004The Social Context of Performance Appraisal: A Review and Framework for the Future 2006Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation 2000Organizational Politics, Job Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector 2005Human Resources and Business Performance: Findings, Unanswered Questions, and an Alternative Approach 1997Designing effective performance appraisal systems

Cited by

2020Human Resource Management and the Performance Appraisal: satisfaction analysis of the Guarda Nacional Republicana Administration Officers 2023The Effect of Performance Appraisal System on Organizational Commitment: Case Study Gaza Electricity Distribution Corporation 2024An Empirical Examination of Intrinsic Motivation, Performance Appraisal Satisfaction, and Performance Outcomes Among Employees in Select Service Sector Organizations

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.