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

Author

Listed:
  • 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
    Civil Engineering Research Group, School of Science, Engineering and Environment, The University of Salford, Newton Building, Salford M5 4WT, UK
    Department of Town Planning, Engineering Networks and Systems, South Ural State University (National Research University), 76, Lenin Prospekt, 454080 Chelyabinsk, Russia)

  • 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)

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.

Suggested Citation

  • Zia Ullah & Naveed Ahmad & Miklas Scholz & Bilal Ahmed & Ilyas Ahmad & Muhammad Usman, 2021. "Perceived Accuracy of Electronic Performance Appraisal Systems: The Case of a Non-for-Profit Organization from an Emerging Economy," Sustainability, MDPI, vol. 13(4), pages 1-16, February.
    • Handle: RePEc:gam:jsusta:v:13:y:2021:i:4:p:2109-:d:500282
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    References listed on IDEAS

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    Cited by:

    1. Esra AlDhaen, 2022. "Micro-Level CSR as a New Organizational Value for Social Sustainability Formation: A Study of Healthcare Sector in GCC Region," Sustainability, MDPI, vol. 14(19), pages 1-17, September.
    2. Li Xu & Suleiman Jamal Mohammad & Nishad Nawaz & Sarminah Samad & Naveed Ahmad & Ubaldo Comite, 2022. "The Role of CSR for De-Carbonization of Hospitality Sector through Employees: A Leadership Perspective," Sustainability, MDPI, vol. 14(9), pages 1-18, April.
    3. Zia Ullah & Susana Álvarez-Otero & Mohammed Ali Bait Ali Sulaiman & Muhammad Safdar Sial & Naveed Ahmad & Miklas Scholz & Khaoula Omhand, 2021. "Achieving Organizational Social Sustainability through Electronic Performance Appraisal Systems: The Moderating Influence of Transformational Leadership," Sustainability, MDPI, vol. 13(10), pages 1-14, May.

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