The relationship between selected performance appraisal effectiveness factors with employee motivation in organization
This study aims to investigate the relationship between selected performance appraisal effectiveness factors with employee motivation in organization. WTK Oil Mill Sdn Bhd in Bintulu, Sarawak is chosen for this study. Quantitative method was used to conduct the study. The closed-ended questionnaire...
Saved in:
| Main Author: | |
|---|---|
| Format: | Final Year Project Report |
| Language: | English |
| Published: |
Universiti Malaysia Sarawak, (UNIMAS)
2019
|
| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/31333/2/The%20relationship%20between%20selected%20performance%20appraisal%20effectiveness%20factors%20with%20employee%20motivation%20in%20organization%20%28fulltext%29.pdf http://ir.unimas.my/id/eprint/31333/ |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | This study aims to investigate the relationship between selected performance appraisal effectiveness factors with employee motivation in organization. WTK Oil Mill Sdn Bhd in
Bintulu, Sarawak is chosen for this study. Quantitative method was used to conduct the study. The closed-ended questionnaires were used to collect the data from respondents. Furthermore, this research used Pearson Correlation Coefficient to test the hypotheses. The results indicated that there is a significant relationship between performance appraisal methods and employee commitment. The result also shows that there is a significant
relationship between rater role and employee commitment and there is also a significant relationship between the objectivity of performance appraisal and employee commitment.
Then, there is a significant relationship between performance appraisal methods and job satisfaction. There is also a significant relationship between rater roles and job satisfaction and there was a significant relationship between the objectivity of performance appraisal and job satisfaction. The important implication can be observed where the findings can act as a guideline for Human Resource practitioners and future researchers to implement a better performance appraisal system. Human Resource practitioners are recommended to emphasize on the performance appraisal implementation in order to make the employees motivated while future researchers are encouraged to explore more on performance appraisal element
that have not been mentioned in this study and conduct the research in bigger population and sample size. In conclusion, the finding shows that performance appraisal effectiveness factors will influence employee motivation. |
|---|