Hubungan antara ciri penilaian prestasi dengan keberkesanan penilaian prestasi: Peranan keadilan penilaian sebagai perantara dan kepimpinan autentik sebagai penyederhana

• Main Author: Mohd Nadzri, Ishak
• Format: Thesis
• Language: English; English
• Published: 2021
• Subjects: HF5549-5549.5 Personnel Management. Employment
• Online Access: https://etd.uum.edu.my/9878/1/permission%20to%20deposit-grant%20the%20permission-902965.pdf; https://etd.uum.edu.my/9878/2/s902965_01.pdf; https://etd.uum.edu.my/9878/

This study aims to investigate the relationship between the performance appraisal characteristics and performance appraisal effectiveness with appraisal fairness as the mediating variables. The study also examine the role of authentic leadership as a moderating variable in the relationship between appraisal fairness and performance appraisal effectiveness. The performance appraisal characteristics which are the independent variables include appraisal purpose, appraisal feedback, clarity of criteria, employee participation and interpersonal relationships. While the dependent variable is the construct of performance appraisal effectiveness formed from the dimension of appraisal satisfaction and the dimension of motivation to improve performance. A total of seventeen hypotheses were formed based on the study framework. The study was based on a survey design and cross sectional. The study population include ordinary secondary school teachers working under the MOE throughout Malaysia. The respondents were determined using simple random techniques and a total of 500 questionnaires were distributed. 292 respondents provided feedback but only 284 (56.8%) were suitable for analysis. Descriptive analysis was performed using SPSS version 23 while Smart-PLS version 3.2.9 was used to test the hypotheses. In total twelve hypotheses were accepted while five hypotheses were rejected. The variables of appraisal purpose, appraisal feedback and clarity of criteria as well as appraisal fairness directly influence the performance appraisal effectiveness. All performance appraisal characteristics except for appraisal purpose showed a positive and significant relationship with appraisal fairness. The findings also indicate that all performance appraisal characteristics except for appraisal purpose influence the performance appraisal effectiveness indirectly through appraisal fairness as mediating variable. The analysis also show that authentic leadership does not play a role as a moderating variable. The findings of this study contribute to the empirical evidence on the role of performance appraisal characteristics as well as the role of appraisal fairness in influencing the effectiveness of performance appraisal. This enables the management, especially the Human Resource Management Division to plan and make improvements in the management of performance appraisal to be more effective in achieving organizational targets in the future.