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Employee Appraisal Satisfaction Study

This document summarizes a research project presented by Avani Sharma and Vani Gangil to the Prestige Institute of Management and Research in Gwalior. The project examines the relationship between employee satisfaction with performance appraisal systems and employee outcomes like turnover intention, affective organizational commitment, and work performance. It includes an introduction outlining the research topic and objectives, a conceptual framework diagram, and sections on research methodology, results and discussion, and conclusions. The methodology section indicates the study used a survey method with 150 respondents from Gwalior to collect data using standardized questionnaires. Statistical analysis included reliability testing, regression analysis, correlation analysis, and one-way ANOVA tests. The results and conclusions suggest there was no significant relationship

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Vani Gangil
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63 views18 pages

Employee Appraisal Satisfaction Study

This document summarizes a research project presented by Avani Sharma and Vani Gangil to the Prestige Institute of Management and Research in Gwalior. The project examines the relationship between employee satisfaction with performance appraisal systems and employee outcomes like turnover intention, affective organizational commitment, and work performance. It includes an introduction outlining the research topic and objectives, a conceptual framework diagram, and sections on research methodology, results and discussion, and conclusions. The methodology section indicates the study used a survey method with 150 respondents from Gwalior to collect data using standardized questionnaires. Statistical analysis included reliability testing, regression analysis, correlation analysis, and one-way ANOVA tests. The results and conclusions suggest there was no significant relationship

Uploaded by

Vani Gangil
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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PRESTIGE INSTITUTE OF MANAGEMENT

AND RESEARCH, GWALIOR

Major Research Project


(Presentation)
On
Satisfaction with Performance Appraisal System as a Tool to
Enhance Employee Outcome

Presented to: Presented by:


PIMR, Gwalior Avani Sharma
Vani Gangil
MBA 4th (FT)

Towards Partial Fulfillment of Requirement of


Master of Business Administration Degree
CONTENTS
• Introduction to Topic
• Conceptual Framework
• Objective
• Research Methodology
• Results and Discussion
• Conclusion
• Approval
INTRODUCTION
“Performance appraisal is the systematic  evaluation of the
individual with regard to his or her performance on the job and
 his potential for development”

– Dale Beach

Performance appraisal is a systematic examination of employee


performance so that they can comprehend all of a person's abilities,
as well as their development, progress, and productivity in relation
to specified criteria and organizational objectives.
INTRODUCTION
This study is conducted with the aim to explore the relationship that
exists between employee’s satisfaction with Performance Appraisal
System and their work outcomes, in the form of work performance,
affective commitment and turnover intention, which is specifically
conducted to address the problems faced by working individuals.
CONCEPTUAL FRAMEWORK

The graphical relationship of the independent and dependent variables is


shown as the conceptual framework of this study.

Turnover Intention

Satisfaction
with Affective Organizational
Performance Commitment
Appraisal

Work Performance
OBJECTIVE OF THE STUDY
The main objective of our study was to analyze whether the:

1. Satisfaction with performance appraisal is affecting Turnover


Intention.

2. Satisfaction with performance appraisal is Affective


Organizational Commitment.

3. Satisfaction with performance appraisal is affecting Work


Performance
RESEARCH METHODOLOGY
THE STUDY: The study was causal in nature in which survey method have
been used for data collection.

THE SAMPLE DESIGN:

• POPULATION- Included respondents for Gwalior region only.

• SAMPLE SIZE- Sample size for 150 respondents.

• TIME FRAME- From March 2022- May 2022.

• SAMPLING TECHNIQUE- Non probability purposive sampling


technique have been used to select the sample.

TOOLS WHICH WERE USED FOR DATA COLLECTION: The


questionnaire adapted from Standard questionnaires have been used to collect
primary data. The data have been collected on Likert scale ranging 1-5.
RESEARCH METHODOLOGY
TOOLS WHICH WERE USED FOR DATA ANALYSIS:

• Reliability test have been applied to check the reliability of the


questionnaire.

• Regression test have been applied to examine the cause and effect
relationship between independent and dependent variables.

• Correlations test have been applied to know the relationship


between the variables.

• One way anova have been applied to investigate if variations, or


different levels of that factor have a measurable effect on a
dependent variable.
RESULTS AND DISCUSSION
RELIABILITY ANALYSIS
REGRESSION ANALYSIS
On taking Performance Appraisal as independent variable and Turnover
Intention as dependent variable:
REGRESSION ANALYSIS
On taking Performance Appraisal as independent variable and Affective
Organizational Commitment as dependent variable:
REGRESSION ANALYSIS
On taking Performance Appraisal as independent variable and Work
Performance as dependent variable:
CORRELATION ANALYSIS
CORRELATION ANALYSIS
ONE-WAY ANNOVA TEST

• There is insignificant effect of Gender, Level of Study,


Age and Length of Time in Company on all the
Variables.

• There is significant effect of process on all the variables


because, the p-value is less than the 0.05 alpha level.
CONCLUSION
The study has been done to check the impact of Performance
Appraisal on Turnover Intention, Affective Organizational
Commitment and Work Performance. All the measures are reliable as
indicated by the reliability measure which is higher than 0.7 it is
acceptable.

Overall, the result from this study indicated that there was no
significant relationship between the variables. This research has
shown the concern of employees towards performance appraisal
satisfaction, especially on the employee outcome. This study also
concluded that turnover intention in the performance appraisal
system did not significantly contribute or have negative impact to PA.
APPROVAL
THANK
YOU

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