The Impact of the Performance Appraisal Process on Job Satisfaction of the Academic Staff in Higher Educational Institutions
Bibliographic Data
| ID | 22042875 |
|---|---|
| Authors | Chamila H Dasanayaka (0000-0001-9882-4267, University of Cumbria, corresponding author), Chamil Abeykoon (0000-0002-6797-776X, University of Manchester, corresponding author), R A A S Ranaweera (0000-0002-7404-196X, University of Kelaniya), Isuru Koswatte (0000-0002-1807-1996, NSBM Green University) |
| Year | 2021 |
| Volume | 11 |
| Issue | 10 |
| Pages | 623 |
| Publication date | 2021-10-11 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Education Sciences (JOURNAL) |
| Journal identifiers | ISSN: 2227-7102 • E-ISSN: 2227-7102 |
| Publisher | MDPI AG (PUBLISHER • IT) |
| DOI | 10.3390/educsci11100623 |
| OpenAlex | W3205200326 |
| Language | EN |
| Citations received | 4 |
| References cited | 21 |
Performance appraisal is one of the key management tools which identifies employees’ strengths and weaknesses. Usually, this is the major mechanism of gathering information for rewarding/training employees based on their performance, and hence a key to achieve organisational goals by creating a satisfied workforce. Therefore, this study was aimed at examining the effects of the Performance Appraisal Process on job satisfaction of the university academic staff. The information collected within one of the largest universities in the UK via questionnaires and semi-structured interviews showed that the existing appraisal process majorly aligned with the requirements of the research-excellence-framework of the UK, which is greatly concerned with research rather than teaching. Furthermore, it was found that there is no clear link between promotions, salary increments, and rewards, etc. with staff performance within the current appraisal process. Eventually, it was realised that the majority of the academic staff of the source university were dissatisfied with the current performance appraisal process, and this could be the situation in the majority of universities in the UK. Therefore, further research in this area is highly recommended to explore extensive information to create a favourable work/study environment for both staff and students within the universities
Business · Excellence · Job satisfaction · Knowledge management · Management · Medical education · Performance appraisal · Political science · Public relations · Salary · Strengths and weaknesses · Workforce · Computer Science · Engineering · Human Resource Development and Performance Evaluation · Job Satisfaction and Organizational Behavior · Medicine · Psychology
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| Unique citing works | 4 |
|---|---|
| Citations per year | 1.33 |
| Citation span | 2023 - 2025 (3) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 4 |