Employee Equity Perception Towards Performances Management and Association With Organizational Commitment With References to Federal Government Ministries of Ethiopia
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Date
2016-06
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Addis Ababa University
Abstract
The purpose of this study is to examine the relationship between components of
organizational commitment and equity perception of public sector employees toward
performances management system and practices. Though there are several theoretical and
empirical literature on performance management and organizational commitment, there has
not been any similar study on public sector organizations in Ethiopian context. Therefore,
this study could make important contribution by filling the gaps in studies relating to
performance management system and organizational commitment in Ethiopian public sector.
Evidence suggests that performance evaluations are often inaccurate and manipulated, thus
affecting employee attitudes and behaviors. This study examines the effects of employee
perception of performance appraisals and on organizational commitment.
Questionnaire was distributed to a sample of One hundred twenty employees of various ages,
backgrounds, experiences and both genders were conveniently selected for the questionnaire
survey. The questionnaire used for the survey consists of four parts: measures of perception
of performance appraisal, affective commitment, normative commitment, continuances
commitment and demographic Variables.
Correlation model was used to analyze the quantitative data obtained through questionnaire
survey and to test the hypotheses in order to examine the effects of performance appraisal
system on different aspects of organizational commitment. The results indicated that when
employees perceived of performance appraisal ratings as fair in terms of procedural,
interactional and distributional justices /equity, all models of organizational commitment
increased. Furthermore, when employees perceived performance management as unfair in
terms of procedural, interactional and distributional justices /equity, their organizational
commitment decreased. Therefore, this study recommends that in order to improve
employees‟ commitment, managers should ensure fairness in performance managment
process and avoid unwarranted political intervention and manipulations, uninformed
decision, personal bias and unfair distribution of promotion and rewards in an organizations.
In addition, the performance appraisal system, evaluation criteria and methods used by public
sector organizations should be revised and improved.
Key
words:
Equity
perception
performances
commitment
management
organizational
Description
Keywords
Equity perception, performances commitment, Organizational commitment, performances management