PERFORMANCE APPRAISAL PRACTICES AND ORGANIZATIONAL COMMITMENT AMONG IT EMPLOYEES IN CENTRAL KERALA: A CROSS-SECTIONAL CORRELATIONAL STUDY
Abstract
ABSTRACT
Performance appraisal is an important human resource practice that shapes employees’ perceptions of fairness, development, feedback, and organizational support. This study examines the relationship between performance appraisal practices and organizational commitment among employees working in information technology companies in Central Kerala. A descriptive, cross-sectional quantitative design was adopted, and data were collected from 384 employees using a structured questionnaire. Performance appraisal was assessed through clarity of performance criteria, fairness of the appraisal process, feedback quality, and opportunities for improvement, while organizational commitment was examined through affective commitment, continuance commitment, normative commitment, job involvement, and organizational citizenship behavior. Pearson correlation analysis revealed that overall performance appraisal was not significantly associated with overall employee commitment. However, clarity of performance criteria and fairness of the appraisal process showed weak but significant negative relationships with commitment. Affective commitment demonstrated a significant positive association with overall commitment, whereas normative commitment showed a significant negative association. The findings indicate that the relationship between performance appraisal and organizational commitment is dimension-specific rather than uniform. The study highlights the need for IT organizations to design appraisal systems that combine clarity and fairness with meaningful developmental support, constructive feedback, and employee-focused improvement opportunities.
Downloads
References
2.Tian S, Du R, Zhang R. The effect of the multidimensional performance appraisal on employee creativity: the mediating role of work engagement. J Manag Dev. 2021;40(4):427-42.
3.Luthans F. The need for and meaning of positive organizational behavior. J Organ Behav. 2002;23(6):695-706.
4.Armstrong M, Baron A. Managing performance: performance management in action. London: CIPD Publishing; 2005.
5.Buckingham M, Goodall A. Reinventing performance management. Harv Bus Rev. 2015;93(4):40-50.
6.Lawler EE, McDermott V. Talent management: a critical review. Hum Resour Manage Rev. 2013;23(4):294-303.
7.Bratton J, Gold J. Human resource management: theory and practice. London: Palgrave Macmillan; 2017.
8.Noe RA, Hollenbeck JR, Gerhart B, Wright PM. Human resource management: gaining a competitive advantage. New York: McGraw-Hill Education; 2017.
9.Jiang JJ, Klein G, Carr CL. The relationship between performance appraisal process and effectiveness: a case study of American multinational corporations in China. Int J Hum Resour Manag. 2021;32(3):689-714.
10.Delmotte J, Cornet V, Verbeke A. How and when perceived performance appraisal fairness relates to job performance. Pers Rev. 2020;49(4):1050-67.
11.Allen NJ, Meyer JP. The measurement and antecedents of affective, continuance and normative commitment to the organization. J Occup Psychol. 1990;63(1):1-18.
12.Jackson SE, Schuler RS, Jiang K. An aspirational framework for strategic human resource management. Acad Manag Ann. 2014;8(1):1-56.
13.Atif M, Khan RA, Qureshi TM, Siddiqui SM. The relationship between performance appraisal satisfaction and employee outcomes: a case study of IT professionals. J Bus Manag. 2015;17(11):1-13.
14.Smith A, Johnson B, Patel C. The impact of performance appraisal systems on employee commitment: a meta-analysis. J Appl Psychol. 2023;115(3):789-804.
15.Lepak DP, Snell SA. The human resource architecture: toward a theory of human capital allocation and development. Acad Manag Rev. 1999;24(1):31-48.
16.Raziq A, Maulabakhsh R. Impact of working environment on job satisfaction. Procedia Econ Finance. 2015;23:717-25.
17.Grote D. Forced ranking systems for performance management: research summary and implications. Hum Resour Manage. 2012;51(1):125-34.
18.DeNisi AS, Murphy KR. Performance appraisal and performance management: 100 years of progress? J Appl Psychol. 2017;102(3):421-33.
19.El Said GRA, Al-Saggaf H, Pathan A. Role of performance appraisal system on employee productivity in IT industry of Saudi Arabia. J Organ Psychol. 2019;19(3):279-94.
20.Kim S, Shin J. The influence of leader-member exchange and performance appraisal justice on hotel employees' voice behavior. Int J Contemp Hosp Manag. 2022;34(1):86-104.
21.Lee J, Park S. The role of feedback in performance appraisal and its impact on employee commitment: a review. Organ Psychol Rev. 2023;19(1):102-19.
22.Boselie P, Dietz G, Boon C. Commonalities and contradictions in HRM and performance research. Hum Resour Manag J. 2005;15(3):67-94.
23.Grant AM. The significance of task significance: job performance effects, relational mechanisms, and boundary conditions. J Appl Psychol. 2008;93(1):108-24.
24.Saks AM. Antecedents and consequences of employee engagement. J Manag Psychol. 2006;21(7):600-19.
25.Podsakoff PM, MacKenzie SB, Paine JB, Bachrach DG. Organizational citizenship behaviors: a critical review of the theoretical and empirical literature and suggestions for future research. J Manage. 2000;26(3):513-63.
26.Li H, Zhang M. The mediating role of perceived fairness in the relationship between performance appraisal and employee commitment: a review. J Appl Soc Psychol. 2023;43(4):567-84.
27.Nair R. The impact of performance appraisal on employee productivity: a study of public sector undertakings in India. Int J Product Perform Manag. 2022;71(2):618-38.
28.Karthikeyan K, Devaki M. An empirical study on employee appraisal process at manufacturing industries in South India. Glob Bus Rev. 2020;21(6):1498-1512.
29.Kuvaas B, Dysvik A. The employee performance appraisal: a review of key empirical factors. J Manage. 2021;47(4):1531-57.
30.Chughtai A, Zafar S. High-performance work system, innovative work behavior, and intention to stay in the hotel industry. Int J Contemp Hosp Manag. 2020;32(6):2061-81.
31.Deci EL, Ryan RM. The "what" and "why" of goal pursuits: human needs and the self-determination of behavior. Psychol Inq. 2000;11(4):227-68.
This work is licensed under a Creative Commons Attribution 4.0 International License.
By submitting a manuscript to IJRDO – Journal of Business Management, the author(s) confirm that the work is original and does not infringe upon any existing copyrights or third-party rights.
Authors retain responsibility for the content of their work. In cases of proven ethical misconduct such as plagiarism or duplicate publication, the journal reserves the right to take appropriate action, which may include correction or retraction, in accordance with publication ethics.
