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Dr.S.Kuppusamy
M.Kumarasamy College of
Engineering, Karur
Dr.R.Palaniswamy
Jansons School of Business,
Coimbatore
ABSTRACT
Performance appraisal is a formal, structured system of measuring and evaluating an
employees job related behaviours and outcomes as well as to discover how and why
the employee is presently performing on the job and how the employee can perform
more effectively in the future. Performance appraisal system is important to any
organizational work performance; it determines the organizations success or failure.
This paper summarizes the conceptual framework of performance appraisal system
and its relationship between Job Satisfaction, Organization Commitment, Organization
Citizenship Behavior, Employee Engagement and thus with Productivity.
KEYWORDS: Job Satisfaction, Organization Culture, Organization Citizenship
Behavior, Employee Engagement, Productivity.
INTRODUCTION
extreme
decreases in pay.
cases,
demotion
dismissal
or
2014
73
commit themselves
to
the
organization
or
Methods
of
Performance
Appraisal System
ods:
appraisal
systems
help
to
create
Objective Production
Personnel
Judgmental Evaluation
concluded
that
developing
appraisal
an
effective
system
requires
Facilitation of communication
performance
promoting trust
Goal setting and desired performance rein-
between
employee
performance
and
forcement
Performance improvement
Determination of training needs
observed the attitudinal influences in performance appraisal. From their analysis they
found
the
employee. An
organization
and
the
that
raters
who
were
high
on
74
March
dinates.
serve as
relationship
and commitment.
and
direct,
with
mediator
in
performance
positive
the
appraisal
and significant
have
relationships
organizational commitment.
found that the relationship between performance appraisal process and organizational
Behavior
by affective commitment, and perceived ratingreward linkage strengthened the direct asso-
organizational
citizenship
behavior (OCB)
2014
75
satisfaction
Human
biases.
describes
Resource
how
functions
content
that
an
brings
environment
on
of
employees.
They
is
to ensure
to
zational objectives.
citizenship
pleasant
found
work
behaviour
that
there
environment
76
March
He
It
concluded
that
existing
system
of
includes
the
characteristics
of
workplace environment
satisfaction
of
commitment to
level of faculty
members
Ahmed,
Iftikhar
Hussain
(2010)
willing
organization
HR
practices
will
appraisal satisfaction
enhance
and
performance
also
increase
to
employees
help
each
succeed;
who
are
other
and
take
additional
less
the
engaged.
intentions
to
bring
effectiveness
in
the
organizations.
of the organization.
worthwhile investment.
2014
77
care.
in
facilities
them
among employees.
providing
for
to
them
the
performing
engage
necessities
or
the job
an
themselves
in
towards
all
productivity.
developmental
focus,
encouraging engagement.
to
performance
78
March
justice - considered
performance
appraisal
practices
system
to
did
job
not
system
leads
to
improve
to productivity.
in
above discussion:
PAS models:
ties
in
terms
of
planning,
organization,
commitment.
productivity.
Performance Appraisal System also helps
Ari
Warokka,
and
the
performance
Thamendren
literature
of
performance
Cristina
Moorthy
the
G. Gallato
(2012) studied
effect
appraisal
of
and
organizational
2014
79
their productivity.
productivity.
80
Figure 1:
Model 1:
Figure 2:
Model 2:
March
2014
REFERENCES
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82
March
sector
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IOSR
Journal
of
in
Mali,
of
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Journal
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(Online):
2230-8849,
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Human
International
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and
e-ISSN:
ISSN22308849-V2I1M5-012013
Toure
and
Tim
Martineau