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Dissertations / Theses on the topic 'Performance appraisal'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Milosevich, Jodi. "Investigating the relationship between personality dimensions, level of self-efficacy and perceived performance appraisal satisfaction: a case for individualised performance appraisals." Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30977.

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Orientation: For decades, organisations have implemented performance management systems in order to promote an environment focused on performance enhancement and employee development. Performance appraisals have consistently been at the centre of performance management systems. However, they are often perceived as being ineffective or unsatisfactory, resulting in dissatisfaction and contributing to financial and time losses. Performance Appraisal Satisfaction (PAS) amongst employees is, therefore, vital if organisations want to achieve desired outcomes. Limited research was found that explaine

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2

Maphazi, Thandeka. "Transition from performance appraisal to performance management." Thesis, Nelson Mandela Metropolitan University, 2013. http://hdl.handle.net/10948/d1018570.

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The aim of this research study was to conduct an investigation to establish whether a performance management system would facilitate the achievement of the organisation’s strategic goals and objectives. The organisation used as a case study in this research uses a performance appraisal process which is not effective in facilitating the organisation’s strategic goals and objectives. Hence, this study has been undertaken against the above background. The researcher has utilised a positivist paradigm in this research. This means that the researcher has used a quantitative methodology in the proce

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3

Li, Liya. "Performance appraisal management in Qidi." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7610.

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The purpose of this study is to explore the performance appraisal practice in Qidi, and suggest in what way Qidi should go in performance appraisal in the future. The result shows that there are some problems in Qidi’s performance appraisal, management. Thereby, the suggestions are that Qidi should establish a standard performance appraisal system, create a formal control system, and keep the process transparent in appraisal.

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4

Karkoulian, Silva. "Performance appraisal in higher education." Thesis, University of Leicester, 2002. http://hdl.handle.net/2381/31001.

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The proper implementation of an appraisal system in an educational institution could enhance the growth and development of its faculty members, which will positively reflect on the whole institution. This study aims at laying the ground for a better appraisal practice at the Lebanese American University (LAU). The study also attempts to identify trends and areas for further development, and to provide consolidated practical advice for universities in Lebanon. 80 faculty members filled semi-structured questionnaires at the Lebanese American University. Furthermore, 40 faculty members were inter

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5

Calderón, Robert Franciscus. "Mood and performance appraisal quality." The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1282749923.

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6

Campbell, Alasdair James. "Implementing appraisal : a case study of the implementation of an appraisal system." Thesis, Open University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.275098.

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7

Conlin, Brad. "INGO Performance Management Practices and the Need for Accountability." Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/32143.

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This study provides a comprehensive look at the current state of best practices in performance appraisal systems in the public and private sector. From this, the main objective for this research paper is to investigate the reasons why INGOs are not currently able to properly implement a ‘best practices’ based performance appraisal system. Furthermore, this paper will provide both future research questions, as well as practitioner based recommendations. In addition, it will examine the need for higher levels of accountability in INGOs through appropriate performance appraisal systems.

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8

Carter, Marta L. "Effects of appraisal purpose and rating format on performance appraisal accuracy." Thesis, Virginia Tech, 1989. http://hdl.handle.net/10919/45961.

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<p>The principle of encoding specificity states that effective information retrieval relies upon consistency of encoding and retrieval cues. The present study generalized this principle to a complex social interaction in order to investigate the relation between certain combinations of pre- and post-observational cues and their effects on information categorization, recognition accuracy, and judgment accuracy. It was hypothesized that two experimental factors, appraisal purpose and rating format categorization, would influence organization, retrieval, and judgment of performance inf

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9

Maurício, António Manuel Costa. "Avaliação de desempenho: Caracterização das melhores experiências percepcionadas pelos avaliados." Master's thesis, Universidade de Évora, 2007. http://hdl.handle.net/10174/16686.

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Esta dissertação tem como finalidade caracterizar as melhores experiências de avaliação de desempenho, percecionadas pelos avaliados, no pressuposto que as mesmas são processes de interação social, envolvendo significados e expectativas entre os atores. Por conseguinte, a ênfase da abordagem que realizamos não está no modelo de avaliação mas nas práticas e consequentemente nos processes de interação, durante os quais os atores envolvidos na avaliação de desempenho constroem e reconstroem significados sobre a mesma. Assim, recorrendo a metodologias compreensivas e à técnica de análise de conteú

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10

Massey, David E. "Satellite Ground Station Cost/Performance Appraisal." International Foundation for Telemetering, 1997. http://hdl.handle.net/10150/609743.

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International Telemetering Conference Proceedings / October 27-30, 1997 / Riviera Hotel and Convention Center, Las Vegas, Nevada<br>The proliferation of Low Earth Orbiting (LEO) science, earth resources and eventually global communications satellites either in orbit or planned, requires a much lower cost methodology for ground support. No longer is it economically feasible to consider a single, dedicated satellite tracking station to service a LEO spacecraft. An innovative approach is needed to lower the cost of LEO satellite data services thus contributing to the expansion of the commercial s

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11

Ly, Linda. "Performance Appraisal in a Family Business." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10605651.

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<p> This qualitative study explored the perceptions of effectiveness of a performance review process at one family business. Ten employees across the firm were interviewed in order to describe the process, identify its strengths and weaknesses, and offer suggestions for improvement. Findings suggest that participants understood the process steps and timing, but had less accurate understanding of the process outcomes. Participants generally perceived the process as fair, helpful, and valuable to their development. Noted strengths included the process design and support from direct managers, exe

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12

Moyo, Unoda C. "Performance Appraisal in Organizational Cultural Context." PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/1155.

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This study examined the relationship between an organization's culture and its performance appraisal (PA) system and process. The initial phase of this study involved examining an organization's culture and the properties of its performance appraisal system from organizational archival information. Information derived from this phase of the study was later utilized to formulate interview questions, guide the search for the organizational culture survey instrument, and to construct the performance appraisal perceptions measuring instrument. This latter instrument is a quantitative measure that

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13

Guner, Bilgi. "Performance appraisal system in Filiz Gida." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2399.

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This thesis focuses on evaluating the performance appraisal system of Filiz Gida, a small food processing company that is located in Turkey. Filiz Gida was established by Dogus Holding in Bolu, and currently employs 284 individuals. Filiz Gida is dedicated to fair and respectful treatment of all workers, offering voluntary benefits in housing programs, health care, education for worker's children, and professional child care services. The importance of quality in production at Filiz Gida is reflected by its receipt of ISO 9002 certification in 1994. In 2003 the Barilla Group, which is one of t

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14

Verhulp, Ian Marc. "Moving from performance appraisal to performance management at Goldmaster." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/635.

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Performance management systems help align individual goals and objectives with those of the organisation. The system engages employees and thereby directs them toward achieving the strategic goals of the organisation. The purpose of this research study was to conduct an investigation at a manufacturing jeweller in the Western Cape to establish whether a performance management system would facilitate the achievement of the organisation’s strategic goals and objectives. Preliminary investigations showed that the organisation was using a performance appraisal process which was not effective in fa

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15

Galagedera, Don U. A. "Investment performance appraisal and asset pricing models." Monash University, Dept. of Econometrics and Business Statistics, 2003. http://arrow.monash.edu.au/hdl/1959.1/5780.

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16

Huovala, R. "The appraisal of workplace performance measurement tools." Thesis, University of Salford, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.539097.

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17

Ojomo, D. O. "Assessing performance appraisal systems and their effectiveness." Thesis, University of Dundee, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.539098.

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18

Phan, Nam. "Faculty perceptions of the performance appraisal process." Thesis, California State University, Fullerton, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3581783.

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<p> In recent decades, there has been increasing pressure for teacher accountability and interest in teacher evaluation throughout the world. While much research has been conducted on significant factors contributing to high student achievement, including the examination of the positive correlation between the faculty evaluation process and student success, there is a lack of research in the Vietnamese culture on faculty perceptions of the meaning and influences of faculty performance evaluation. This study addressed faculty perceptions of a particular evaluation process and their perceptions

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19

Connolly, Peggy. "A Performance Appraisal Model for Postsecondary Education." PDXScholar, 1989. https://pdxscholar.library.pdx.edu/open_access_etds/1246.

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Purpose. Although performance appraisal is an important factor in the successful operation of organizations, it is often a difficult and threatening task. Traditional approaches to evaluation have proved to be neither effective nor in legal compliance. This problem affects postsecondary institutions, where customary subjective appraisal contributes to undesirable employment discrimination. This study provides postsecondary administrators with an effective and legally defensible model of performance appraisal. Research addressed these questions: (1) What does statutory law mandate in appraisal?

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20

Benade, Marzelle. "A critical appraisal of performance management (appraisal) in higher education : case study at Stellenbosch University." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/4787.

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Thesis (MBA (Business Management))--University of Stellenbosch, 2009.<br>AFRIKAANSE OPSOMMING: Die doel van hierdie studie is om die huidige prestasiebestuurstelsel van die Universiteit van Stellenbosch te evalueer en om verbeterings aan te beveel. Die volgende navorsingsdoelwitte is dus bespreek: bepaal of uitsonderlike prestasie beloon word; stel vas of personeellede in die huidige prestasiebestuursproses glo en dit ondersteun; identifiseer die knelpunte in die prestasiebestuurstelsel van die Universiteit van Stellenbosch; bepaal die kenmerke van en vereistes vir doeltreffende prestasiebestu

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21

Bhagwat, Tanya A. "Performance appraisal impact on employee career development and performance: A longitudinal study." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5420/.

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The purpose of this study was to determine the effectiveness of the implementation of an internally created performance appraisal system as well as the subjects' overall satisfaction with the implementation. The system was implemented at a major technology consulting firm in the US. The subjects of this study were three levels of employees of the firm. An employee survey conducted annually at the firm included questions relating to the implementation of the performance appraisal system. Eight years of employees' responses to three key questions were analyzed. Employees' perceptions of the appr

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22

Lane, John. "Self ratings, supervisors ratings, positions and performance." Thesis, Birkbeck (University of London), 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.283782.

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23

Flaniken, Forrest. "PERFORMANCE APPRAISAL SYSTEMS IN HIGHER EDUCATION: AN EXPLORATION OF CHRISTIAN INSTITUTIONS." Doctoral diss., University of Central Florida, 2009. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4171.

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Although there is substantial literature on the use of performance appraisal in the for-profit world, there is little literature available concerning the appraisal of staff positions in higher education. More knowledge is needed in this area since there is considerable research indicating that performance appraisal creates benefits to an organization and its employees. This study provides a comprehensive review of the development and use of performance appraisal in the United States, and a detailed look at the purposes, benefits, and challenges of performance appraisal. The study found a very

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24

McKinney, M. M., and C. Allen Gorman. "A Proposed Analysis of Court Decisions Concerning Performance Appraisal." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2611.

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25

Hsu, Lily Maria. "Performance appraisal for executive officers of the HKSAR." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B3196719X.

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26

Howarth, Cathy. "The influence of age stereotyping on performance appraisal." Thesis, University of Ottawa (Canada), 1989. http://hdl.handle.net/10393/5910.

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27

Hsu, Lily Maria, and 徐莉莉. "Performance appraisal for executive officers of the HKSAR." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B3196719X.

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28

Ashkanani, Mohammad E. "Performance appraisal in the governmental sector in Kuwait." Thesis, University of Sunderland, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366065.

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29

Smallman, David John. "An ecological appraisal of waste stabilization pond performance." Thesis, University of Leeds, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.256265.

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30

Zhang, Huazhu. "Three studies on portfolio optimization and performance appraisal." Thesis, University of Warwick, 2011. http://wrap.warwick.ac.uk/51590/.

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This thesis studies three important issues in portfolio management: the impact of estimation risk on portfolio optimization, the role of fundamental analysis in portfolio selection and the power of the bootstrap approach for separating skill from luck across a sample of portfolio managers. The first study examines the practical value of the mean-variance portfolio optimization. This issue arises from the concern that the performance of the meanvariance portfolio suffers seriously from estimation errors in input parameters. Based on simulated asset returns, we compare the performance of selecte

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31

Coole, David R. "The Effects of Citizenship Performance, Task Performance, and Rating Format on Performance Judgments." [Tampa, Fla.] : University of South Florida, 2003. http://purl.fcla.edu/fcla/etd/SFE0000186.

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32

Marková, Petra. "Analýza systému hodnocení zaměstnanců." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-192418.

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The Master's Thesis is focused on the analysis of the employee performance appraisal system in the selected company. The aim of the thesis is to identify a strengths and weaknesses of the performance appraisal system and based on the discovered facts to suggest suitable solutions for increasing the efficiency of the evaluation system. The theoretical part deals with fundamental theoretical concepts and also with personal activities related to the employee performance appraisal. In the practical part is found out how the system of the employee performance appraisal is perceived through the ques

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33

Mitchell, Lorianne D. "Performance Appraisal as a Predictor of Emotion and Job Satisfaction: An Empirical Investigation of Appraisal Theory and AET." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/8318.

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34

Grainger, David. "Authoring appraisal : an analysis of participation in performance appraisal systems in two local authorities in England." Thesis, University of Leeds, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.574506.

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The use of performance appraisal (PA) schemes is now almost ubiquitous in modem organizations, yet the academic literature on the subject must contend with a number of empirical studies which suggest that those who implement appraisal systems consider them to have failed. This suggests a need for more comprehensive examination of what happens when PA is implemented in practice. Taking a broadly realist approach, this thesis argues that such an examination must give a more comprehensive picture of how each of the different groups involved in PA participate in such schemes, with such participati

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35

Taylor, Richard Lawrence. "Occupational Bias in Performance Appraisals." Diss., Virginia Tech, 2010. http://hdl.handle.net/10919/29454.

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This dissertation investigates the question: are mission critical occupations more favored than other occupations in performance appraisals in pay pools? While many types of bias in performance appraisals occur, such as gender or race, occupational bias--favoring or showing preference for one occupation over another in performance appraisals and subsequent ratings-- has not been fully examined. There is a lack of empirical evidence that addresses occupational bias in performance appraisal and ratings in the Federal civil service sector, and more specifically the Department of Defense. The

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36

Othman, Norfarizal. "Employee performance appraisal satisfaction : the case evidence from Brunei's Civil Service." Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/employee-performance-appraisal-satisfaction-the-case-evidence-from-bruneis-civil-service(4548ffdb-b6d2-481a-9686-060c90617fb0).html.

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Performance appraisal satisfaction is the extent to which the employee perceives performance ratings, which reflect those behaviours that contribute to the organisation. Even though performance appraisal satisfaction is the most frequently measured appraisal reaction, there are relatively few meta-analysis studies which link determinants of appraisal system to satisfaction with employee performance. The focus of this research is to examine the determinants affecting employee performance appraisal satisfaction in the Brunei public sector using data collected from among public sector employees,

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37

Prowker, Adam Nathaniel. "Effects of purpose of appraisal on leniency errors: An exploration of self-efficacy as a mediating variable." Thesis, Virginia Tech, 1999. http://hdl.handle.net/10919/33377.

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The purpose of this study was to explore the causal relationship between purpose of appraisal and leniency in performance ratings. A model in which rater self-efficacy mediated the relationship between appraisal purpose and leniency was tested. In addition, behavioral recognition accuracy was hypothesized to affect rater leniency. In a laboratory setting, 109 undergraduate raters judged the videotaped performance of a graduate teaching assistant. Results of the study showed that (a) leniency was positively related to task-specific self-efficacy, and (b) behavioral recognition accuracy was

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38

Chan, Suk-yin Irene. "Performance appraisal system in the Hong Kong correctional services." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967127.

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Chan, Suk-yin Irene, and 陳淑賢. "Performance appraisal system in the Hong Kong correctional services." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31967127.

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40

Chan, Po-yee, and 陳寶儀. "Teachers' expectations of performance appraisal in Hong Kong secondaryschools." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B4836521X.

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The purpose of this dissertation is to provide an overview of teachers’ expectations of teachers’ performance appraisal (TPA) in Hong Kong secondary schools. Due to the implementation of School-based Management in 2000, all schools in Hong Kong were advised to implement TPA for long-term advancement and development. In other words, TPA seems to be a crucial practice for schools in Hong Kong nowadays. In this research, two secondary schools with different school cultures are the main focus to study. 85 teachers in these two schools were invited to provide their views by means of questionnai

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41

Alharbi, Saleh H. "Employees' perceptions of fairness in practice of performance appraisal." Thesis, University of Hull, 2013. http://hydra.hull.ac.uk/resources/hull:16431.

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Employees’ performance appraisal (PA) is an essential tool used by organisations to develop and improve employees’ competencies and skills, and so assure organisations’ survival. In recent years research has moved from a psychometric approach, such as rater accuracy and rating error studies, to the qualitative aspect of PA where employees’ reactions and perceptions of performance appraisal are seen as indicators of success and effectiveness. Employees’ satisfaction with the system is indicated by scholars as the major indicator of employee perception of fairness (Cardy and Dobbins, 1994; Cawle

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42

Marcos, Rui Pedro Ganito. "Training report at Eugster & Frismag Portugal : performance appraisal." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12644.

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Mestrado em Gestão de Recursos Humanos<br>Este relatório tem como objetivo explicar as atividades realizadas durante o estágio na Eugster & Frismag Portugal. O estágio teve diversos objetivos, designadamente, apoiar o departamento de recursos humanos nas atividades relacionadas com a gestão de recursos humanos, incluindo as áreas de comunicação, avaliação de desempenho, formação, recrutamento e seleção. Este relatório de estágio aplica uma metodologia de investigação baseada na observação e análise do sistema de avaliação de desempenho aplicado na área de fabrico, bem como em todos os procedi

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Bush, Jerry J. "Individual differences in the recall of performance appraisal feedback." Thesis, Virginia Tech, 1993. http://hdl.handle.net/10919/45003.

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Ameen, Mervat Ebrahim Mohammed. "Employee performance appraisal practices in companies operating in Bahrain." Thesis, University of Aberdeen, 2001. http://digitool.abdn.ac.uk/R?func=search-advanced-go&find_code1=WSN&request1=AAIU603195.

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This thesis is originally set out to document and critically assess employee performance appraisal practices in Bahraini companies. However, preliminary research findings suggest an additional research endeavour---namely, the role of gender bias (if any) in the performance appraisal practices---the results of which have been incorporated in this thesis. The term "gender bias" is used to capture direct and indirect discrimination that affects female employees. Gender bias concerns any case where an individual female or a group of females is singled out for favourable or unfavourable treatment a

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Bush, Jerry J. "Individual differences in the recall of performance appraisal feedback /." This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-10062009-020032/.

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46

Louw, Hendrik Johannes. "Integrating management and employee expectations in determining organisation-specific performance appraisal systems' design." Diss., 2007. http://hdl.handle.net/2263/24219.

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The purpose of this study was to determine a model to integrate managerial and non-managerial expectations, regarding performance appraisals, in an organisation-specific performance appraisal system’s design. The sample consisted of 178 respondents that completed a newly developed questionnaire, aimed at obtaining the respondents input in the performance appraisal system’s design. The results of the managerial group were compared to the non-managerial group. Some significant differences were obtained regarding the design of the performance appraisal system. The results and implications are dis

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47

Chang, Che-Chen, and 張哲晨. "Performance Appraisal on Salesperson." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/05154934137962668183.

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碩士<br>國立臺灣科技大學<br>企業管理系<br>97<br>The study focuses on how to resolve salesperson’s agency problems and investigates the appropriate Key Performance Indication (KPI) according to the salesperson’s tasks. Based on incentive contract theory (Milgrom and Roberts, 1992) and the attributions (i.e. externality and evaluations) for the category of the organizations, we posit there is significant influence on the weight of the performance of company. The result in category A is that the future revenue KPI had positive effect on the performance of company. In category B is that the present revenue KPI h

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48

Sekese, Nkeletseng Mamaraisane. "The perceptions of employees in the Thabo-Mofutsanyane and Xhriep Districts with regard to the effectiveness of the performance appraisal system in the Department of Social Development." Thesis, 2012. http://hdl.handle.net/10539/11557.

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The use of performance appraisal systems for employees is far from new. It has been recognised that performance has to be managed in order for the organisation or government department to meet its goal effectively. The main objective of this system is to ensure that all employees or jobholders know and understand what is expected of them. It also includes managing poor or unacceptable performance by giving guidance where needed, while still recognising and awarding outstanding performance. However, do employees have a clear understanding of and information about the system and do they re

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49

"Self-appraisal versus traditional performance appraisal: Perceptions of procedural justice." Tulane University, 1990.

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Procedural justice was operationalized through the use of self-appraisal (SA). The effects of SA on employees' attitudes toward the organization and behavior in the organization were examined Data for this study were gathered from employees of the retail outlets of Goodwill Industries in New Orleans. Pre-appraisal data included employees' current attitudes toward the organization (job satisfaction, perceptions of voice in and commitment to the organization, and trust in supervisor) and their supervisors' rating of their OCB. Each retail outlet was randomly assigned a condition--self-appraisal

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50

Wang, Fang. "Individual Characteristics in Performance Appraisal." Thesis, 2010. http://spectrum.library.concordia.ca/7425/4/Wang_MSc_S2011.pdf.

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