The implementation of performance appraisal system: perceived fairness, employee satisfaction and organizational commitment
Performance appraisal (PA) system are the most applied organization management technique used and was intended to enhance competency and productivity of employee in organization.The exercise and practice of employee performance evaluation is one of the important aspects in the Human Resources Manage...
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| Main Authors: | , , , , |
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| Format: | Article |
| Language: | English |
| Published: |
ISLAMIC WORLD Network for Environmental Science and Technology (IWNEST Publisher)
2015
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| Subjects: | |
| Online Access: | http://repo.uum.edu.my/22505/1/IJAG%201%2014S%202015%20115-119.pdf http://repo.uum.edu.my/22505/ http://www.iwnest.com/old/IJAG/2015/Special%20IPN%20Dec/115-119.pdf |
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| Institution: | Universiti Utara Malaysia |
| Language: | English |
| Summary: | Performance appraisal (PA) system are the most applied organization management technique used and was intended to enhance competency and productivity of employee in organization.The exercise and practice of employee performance evaluation is one of the important aspects in the Human Resources Management. However, the poor implementation of performance appraisal can give impact towards the organization’s performance as it was considered one of the bureaucratic practices and might having the destructive effect on employee and manager relationship.Therefore, this study intended to focus on the main problems that often discussed in the literature which are perceived fairness and employee’s satisfaction and its effect on organizational commitment. |
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