Perceived Accuracy of Electronic Performance Appraisal Systems: The Case of a Non-for-Profit Organization from an Emerging Economy

Zia Ullah, Naveed Ahmad, Miklas Scholz, Bilal Ahmed, Ilyas Ahmad and Muhammad Usman
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Zia Ullah: Department of Business Administration, Lahore Leads University, Lahore 54000, Pakistan
Naveed Ahmad: Faculty of Management Studies, University of Central Punjab, Lahore 54000, Pakistan
Miklas Scholz: Department of Building and Environmental Technology, Division of Water Resources Engineering, Faculty of Engineering, Lund University, P.O. Box 118, 221 00 Lund, Sweden
Bilal Ahmed: School of Management, Zhejiang University of Technology, Hangzhou 310058, China
Ilyas Ahmad: Department of Economics and Business Administration, Division of Arts and Social Sciences, University of Education, Lahore 54000, Pakistan
Muhammad Usman: Department of Economics and Business Administration, Division of Arts and Social Sciences, University of Education, Lahore 54000, Pakistan

Sustainability, 2021, vol. 13, issue 4, 1-16

Abstract: Performance appraisal reports provide vital information for making strategic decisions. Uniting HR practices and IT is an attempt to maximize value creation. Organizations are transforming their performance management systems from traditional to web-technology based systems to enhance accuracy and objectivity. The present study is an effort to assess employees’ perception of the accuracy of e-performance appraisal systems. To that effect, 500 close-ended questionnaires were administered to randomly selected employees working for a non-for-profit organization where e-performance appraisal is practiced. A total of 352 questionnaires were included for analysis and structural equation modeling was used to analyze the data. The results indicate that rater competence and the possibility to challenge performance appraisals judged as unfair or inaccurate highly influence the employees’ perception of accuracy of e-performance appraisals. Furthermore, a clear communication of standards and the reaction to the last rating moderately affect the employees’ perception of the accuracy of e-PA.

Keywords: e-performance appraisal; rater competence; appeal platform; PA-fairness; PA-accuracy (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2021
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (3)

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