Employee perceptions of performance appraisal acceptability in a merit pay setting

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dc.contributor.authorGibson, Timothy Paulen
dc.contributor.committeechairMurrmann, Suzanne K.en
dc.contributor.committeememberWeaver, Pamela A.en
dc.contributor.committeememberVest, M. J.en
dc.contributor.departmentHotel, Restaurant, and Institutional Managementen
dc.date.accessioned2014-03-14T21:44:26Zen
dc.date.adate2009-09-05en
dc.date.available2014-03-14T21:44:26Zen
dc.date.issued1991-07-05en
dc.date.rdate2009-09-05en
dc.date.sdate2009-09-05en
dc.description.abstractThe purpose of this study was to audit employee perceptions of the Sentara Health System performance appraisal system in a merit pay setting. To accomplish this, the study investigated variables having a positive relationship on employee perception of performance appraisal acceptability, fairness and accuracy. The study had three objectives: (1) integrate the current body of literature to develop variables that adequately describe employee perception of appraisal systems, (2) integrate these variables into several hypotheses that are consistent with current literature, and (3) test the hypotheses using Pearson product moment correlations. Nine variables hypothesized as depicting aspects of employee perceptions were conceptualized, and multiple indicators were developed for each variable. A questionnaire containing these items was randomly distributed to 300 employees throughout a large health care system. Results indicate that performance appraisal acceptability, fairness and accuracy had a positive relationship with supervisor trust, supervisor knowledge of performance, interview information, interview atmosphere, performance standard acceptability, participation in development, performance reward link and merit pay acceptability. All the hypotheses had significant positive correlations (≤.01). These findings were discussed in terms of the study limitations, suggested future research and implications for the organization studied, as well as other organizations with merit pay programs.en
dc.description.degreeMaster of Scienceen
dc.format.extentix, 102 leavesen
dc.format.mediumBTDen
dc.format.mimetypeapplication/pdfen
dc.identifier.otheretd-09052009-040247en
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-09052009-040247/en
dc.identifier.urihttp://hdl.handle.net/10919/44537en
dc.language.isoenen
dc.publisherVirginia Techen
dc.relation.haspartLD5655.V855_1991.G553.pdfen
dc.relation.isformatofOCLC# 24583001en
dc.rightsIn Copyrighten
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/en
dc.subject.lccLD5655.V855 1991.G553en
dc.subject.lcshEmployees -- Rating ofen
dc.subject.lcshMerit payen
dc.titleEmployee perceptions of performance appraisal acceptability in a merit pay settingen
dc.typeThesisen
dc.type.dcmitypeTexten
thesis.degree.disciplineHotel, Restaurant, and Institutional Managementen
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen
thesis.degree.levelmastersen
thesis.degree.nameMaster of Scienceen

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