The Effects of Performance Appraisal on Employees in a Sample of for-profit and not-for profit Organizations in Lebanon
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2014
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Abstract
Introduction: In the organization where I work, a not-for profit organization, service oriented, and faith based, the performance appraisal idea has been a stress-causing factor for me as a subordinate first, and a manager later. When the review time approaches for evaluation, I become stressed and dread the idea of losing my job. Rather than being a way for career development and learning opportunity, the performance appraisal was a threat for me. I thought only for-profit organizations used any performance appraisal. Did we need to conduct it too seriously and stress on its results? Employees dreaded the performance appraisal, were apprehensive as how to fill the questionnaire and discuss the issue in the review meeting, and wondered what would be the results or consequences. I aimed at collecting data from different not-for-profit and for-profit organizations, targeting employees from different industries. The total number of questionnaires that I have collected added up to 90, with 64 organizations. I collected 37 questionnaires from not-for-profit organizations and 53 questionnaires from for-profit organizations.
Statistical analyses: Descriptive statistics were done in order to facilitate the interpretation of the data that were received from the respondents. Reliability Test followed it to show how the variables, the independent and the dependent, are related to each other, and how they show the internal consistency of the scales as a whole. Factor analysis was conducted- a data reduction system, where a group of data are chosen and put in a model in order to test what variables to remove from the model. Multiple regressions with Stepwise method were used to show if there were any significant positive correlation between the performance appraisal and employee responses. Finally, Independent T Test was conducted in order to test the statistically significant difference that exists between the means of two independent groups. In this study, the two groups are not-for profit and for-profit organizations.
Conclusion: The study revealed that there is a positive relationship between the performance appraisal and the employee responses such as increase in morale, motivation, commitment, satisfaction, lack of stress, and performance improvement. The effects and practices of performance appraisal are not different in for-profit and not-for profit organizations in Lebanon.
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Baboghlanian, A. M. (2014). The Effects of Performance Appraisal on Employees in a Sample of for-profit and not-for profit Organizations in Lebanon (MBA thesis, Haigazian University)