In addition, discussion, implications and conclusion are elaborated. The outcomes of SmartPLS path model analysis revealed that the ability of appraisers to appropriately implement constructive feedback and favorable treatment in appraising employee performance does act as an important determinant of appraises’ job satisfaction in the studied organization. Therefore, this study was undertaken to examine the relationship between appraisers’ communication styles in performance appraisal systems and appraises’ job satisfaction using selfadministered questionnaires collected from employees who work in public universities in Sarawak, Malaysia. The nature of this correlation is interesting but the role of appraisers’ communication styles as an important determinant is not adequately discussed in the workplace performance management model. Extant studies in this field show that the ability of appraisers (i.e., managers and supervisors) to appropriately implement communication in appraising employee performance may have a significant impact on appraise outcomes especially on job satisfaction. According to the literature pertaining on performance management, appraisers’ communication styles in performance appraisal systems consist of two effective components: feedback and treatment.
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