This document outlines a study on employee perceptions of their jobs and job performance in organizations. The study aims to examine employee perceptions of existing performance appraisal systems, the relationship between perceptions and work performance, and the relationship between perceptions and affective commitment. The literature review covers topics like work performance, organizational commitment, employee engagement, and the relationship between performance appraisal and these factors. The methodology section describes the research design, sample, instruments, and data collection process. Limitations include focusing on one location and only using tables, graphs and charts for analysis. The conclusion indicates a direct correlation between intrinsic/extrinsic rewards and employee performance, and how rewards affect emotions and abilities.
2. Table of Content
SL.NO CONTENT
1 Abstract
2 Introduction
3 Research Objective
4 Literature Review
5 Research Methodology
6 Discussion
7 Conclusion
8 References
3. Introduction
In this world of competition as organizations effort to
remain competitive and sustainable, human resource
professionals and strategic planners should collaborate strongly
in designing strategies, which are more productive and useful
(Ahmed et al, 2010). One of the most important and difficult part
of managing the human resource is to identify the performers
out of non-performers and create an environment in which the
performers are rewarded and motivated to perform even better
while the non-performers are identified.
4. Research Objective
– To examine the employee perception on existing
performance appraisal system in Nepalese service sector.
– To examine the relationship between employee’s
perception of performance appraisal and work
performance.
– To examine the relationship between employee’s
perception of performance appraisal and affective
commitment.
5. Literature Review
– Work Performance
– Affective Organizational Commitment
– Turnover Intention
– Employee Engagement
– Relationship of Performance Appraisal and Work Performance
– Relationship of performance Appraisal and Employee Engagement
9. Limitations of the Study
The Limitations of this research study are:
– The study is limited to Agartala only.
– Only table’s graphs and pie charts will be used for data
analysis.
10. Conclusion
There is a direct correlation between Intrinsic Reward &
Employee performance. There is a direct correlation
between Extrinsic Reward & Employee performance.
Arrangement of such Rewards directly effects emotions &
feelings of the employees. Presence of such Rewards
directly affects intellectual & mental & creative abilities of
the employees.
