Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia

Awol Hussien Aman

doi:doi:10.11648/j.ijber.20241303.12

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Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia

Awol Hussien Aman^*

Published in International Journal of Business and Economics Research (Volume 13, Issue 3)

Received: 22 February 2024 Accepted: 9 May 2024 Published: 30 May 2024

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Abstract

The objective of this study was to examine Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company, Addis Ababa, Ethiopia. The study was used descriptive and which incorporated both qualitative and quantitative research approaches. The researcher was employed Stratified Random Sampling Technique techniques to distribute the questionnaire to the respondents. Data was collected by using both closed and open ended self-administered questionnaires and a total of two hundred (200) questionnaires were returned. The results were analyzed and interpreted using SPSS software version 20. The scores are interpreted quantitatively and open-ended suggestions are interpreted qualitatively. The research finding of Correlation analysis was indicated there is positive, strong and significant relationships were existed between (Performance Appraisal Quality and Feedback, Feedback and Employee Performance, and Performance Appraisal Quality and Employee Performance) at r =.896, p < 0.01, r =.851 p < 0.01, and r =.799 p < 0.01 respectively. Linear regression analysis also indicated that at 72.8% variance in Employee Performance can be predicted from the combination of all Performance Appraisal Quality and its Feedback Dimensions. The result also shows that at F=267.047, p<0.05 statistically significant. This indicates that combination of the predictors significantly combined together to predict Employee Performance. In meantime the result from the analysis of an independent-sample t-test was approved that most variables of performance appraisal quality were significantly differentiated in score variance for males and females while the finding result of ANOVA analysis explores there was no a statistically significant difference at the p>.05 level in mean scores between groups in Performance Appraisal Quality [F (1, 198) = 1.189, p=.277]. However, there was statistically significant difference at the p>.05 level in mean scores between groups for both Feedback and Employee Performance based on the Age of Respondents. Furthermore, as the result of finding obtained from descriptive statistical analysis Employee Performance was stated low in all attributes. This also proved for unsatisfactory practice of performance appraisals and its feedback that had seen in most Company projects. Finally, the researcher believes that this paper was not exhaustive that could provide all lists of topic researched. However, it gives a bird-eye view on topic and it is open for further discussion and/or critics.

Published in	International Journal of Business and Economics Research (Volume 13, Issue 3)
DOI	10.11648/j.ijber.20241303.12
Page(s)	64-82
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Employee Performance, Demographic Variables, Feedback and Performance Appraisal Quality

References

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APA Style

Aman, A. H. (2024). Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia. International Journal of Business and Economics Research, 13(3), 64-82. https://doi.org/10.11648/j.ijber.20241303.12

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ACS Style

Aman, A. H. Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia. Int. J. Bus. Econ. Res. 2024, 13(3), 64-82. doi: 10.11648/j.ijber.20241303.12

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AMA Style

Aman AH. Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia. Int J Bus Econ Res. 2024;13(3):64-82. doi: 10.11648/j.ijber.20241303.12

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@article{10.11648/j.ijber.20241303.12,
  author = {Awol Hussien Aman},
  title = {Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia
},
  journal = {International Journal of Business and Economics Research},
  volume = {13},
  number = {3},
  pages = {64-82},
  doi = {10.11648/j.ijber.20241303.12},
  url = {https://doi.org/10.11648/j.ijber.20241303.12},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijber.20241303.12},
  abstract = {The objective of this study was to examine Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company, Addis Ababa, Ethiopia. The study was used descriptive and which incorporated both qualitative and quantitative research approaches. The researcher was employed Stratified Random Sampling Technique techniques to distribute the questionnaire to the respondents. Data was collected by using both closed and open ended self-administered questionnaires and a total of two hundred (200) questionnaires were returned. The results were analyzed and interpreted using SPSS software version 20. The scores are interpreted quantitatively and open-ended suggestions are interpreted qualitatively. The research finding of Correlation analysis was indicated there is positive, strong and significant relationships were existed between (Performance Appraisal Quality and Feedback, Feedback and Employee Performance, and Performance Appraisal Quality and Employee Performance) at r =.896, p .05 level in mean scores between groups in Performance Appraisal Quality [F (1, 198) = 1.189, p=.277]. However, there was statistically significant difference at the p>.05 level in mean scores between groups for both Feedback and Employee Performance based on the Age of Respondents. Furthermore, as the result of finding obtained from descriptive statistical analysis Employee Performance was stated low in all attributes. This also proved for unsatisfactory practice of performance appraisals and its feedback that had seen in most Company projects. Finally, the researcher believes that this paper was not exhaustive that could provide all lists of topic researched. However, it gives a bird-eye view on topic and it is open for further discussion and/or critics.
},
 year = {2024}
}

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TY  - JOUR
T1  - Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia

AU  - Awol Hussien Aman
Y1  - 2024/05/30
PY  - 2024
N1  - https://doi.org/10.11648/j.ijber.20241303.12
DO  - 10.11648/j.ijber.20241303.12
T2  - International Journal of Business and Economics Research
JF  - International Journal of Business and Economics Research
JO  - International Journal of Business and Economics Research
SP  - 64
EP  - 82
PB  - Science Publishing Group
SN  - 2328-756X
UR  - https://doi.org/10.11648/j.ijber.20241303.12
AB  - The objective of this study was to examine Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company, Addis Ababa, Ethiopia. The study was used descriptive and which incorporated both qualitative and quantitative research approaches. The researcher was employed Stratified Random Sampling Technique techniques to distribute the questionnaire to the respondents. Data was collected by using both closed and open ended self-administered questionnaires and a total of two hundred (200) questionnaires were returned. The results were analyzed and interpreted using SPSS software version 20. The scores are interpreted quantitatively and open-ended suggestions are interpreted qualitatively. The research finding of Correlation analysis was indicated there is positive, strong and significant relationships were existed between (Performance Appraisal Quality and Feedback, Feedback and Employee Performance, and Performance Appraisal Quality and Employee Performance) at r =.896, p .05 level in mean scores between groups in Performance Appraisal Quality [F (1, 198) = 1.189, p=.277]. However, there was statistically significant difference at the p>.05 level in mean scores between groups for both Feedback and Employee Performance based on the Age of Respondents. Furthermore, as the result of finding obtained from descriptive statistical analysis Employee Performance was stated low in all attributes. This also proved for unsatisfactory practice of performance appraisals and its feedback that had seen in most Company projects. Finally, the researcher believes that this paper was not exhaustive that could provide all lists of topic researched. However, it gives a bird-eye view on topic and it is open for further discussion and/or critics.

VL  - 13
IS  - 3
ER  -

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Author Information

Awol Hussien Aman

Department of Management, Collage of Finance and Management Study, Oromia State University, Batu, Ethiopia

Contact Email

http://orcid.org/0009-0002-4590-257X

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APA Style

Aman, A. H. (2024). Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia. International Journal of Business and Economics Research, 13(3), 64-82. https://doi.org/10.11648/j.ijber.20241303.12

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ACS Style

Aman, A. H. Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia. Int. J. Bus. Econ. Res. 2024, 13(3), 64-82. doi: 10.11648/j.ijber.20241303.12

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AMA Style

Aman AH. Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia. Int J Bus Econ Res. 2024;13(3):64-82. doi: 10.11648/j.ijber.20241303.12

Copy | Download

@article{10.11648/j.ijber.20241303.12,
  author = {Awol Hussien Aman},
  title = {Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia
},
  journal = {International Journal of Business and Economics Research},
  volume = {13},
  number = {3},
  pages = {64-82},
  doi = {10.11648/j.ijber.20241303.12},
  url = {https://doi.org/10.11648/j.ijber.20241303.12},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijber.20241303.12},
  abstract = {The objective of this study was to examine Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company, Addis Ababa, Ethiopia. The study was used descriptive and which incorporated both qualitative and quantitative research approaches. The researcher was employed Stratified Random Sampling Technique techniques to distribute the questionnaire to the respondents. Data was collected by using both closed and open ended self-administered questionnaires and a total of two hundred (200) questionnaires were returned. The results were analyzed and interpreted using SPSS software version 20. The scores are interpreted quantitatively and open-ended suggestions are interpreted qualitatively. The research finding of Correlation analysis was indicated there is positive, strong and significant relationships were existed between (Performance Appraisal Quality and Feedback, Feedback and Employee Performance, and Performance Appraisal Quality and Employee Performance) at r =.896, p .05 level in mean scores between groups in Performance Appraisal Quality [F (1, 198) = 1.189, p=.277]. However, there was statistically significant difference at the p>.05 level in mean scores between groups for both Feedback and Employee Performance based on the Age of Respondents. Furthermore, as the result of finding obtained from descriptive statistical analysis Employee Performance was stated low in all attributes. This also proved for unsatisfactory practice of performance appraisals and its feedback that had seen in most Company projects. Finally, the researcher believes that this paper was not exhaustive that could provide all lists of topic researched. However, it gives a bird-eye view on topic and it is open for further discussion and/or critics.
},
 year = {2024}
}

Copy | Download

TY  - JOUR
T1  - Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company Addis Ababa City Administration, Ethiopia

AU  - Awol Hussien Aman
Y1  - 2024/05/30
PY  - 2024
N1  - https://doi.org/10.11648/j.ijber.20241303.12
DO  - 10.11648/j.ijber.20241303.12
T2  - International Journal of Business and Economics Research
JF  - International Journal of Business and Economics Research
JO  - International Journal of Business and Economics Research
SP  - 64
EP  - 82
PB  - Science Publishing Group
SN  - 2328-756X
UR  - https://doi.org/10.11648/j.ijber.20241303.12
AB  - The objective of this study was to examine Effects of Performance Appraisal Quality on Employee Performance in Homa Construction PLC Company, Addis Ababa, Ethiopia. The study was used descriptive and which incorporated both qualitative and quantitative research approaches. The researcher was employed Stratified Random Sampling Technique techniques to distribute the questionnaire to the respondents. Data was collected by using both closed and open ended self-administered questionnaires and a total of two hundred (200) questionnaires were returned. The results were analyzed and interpreted using SPSS software version 20. The scores are interpreted quantitatively and open-ended suggestions are interpreted qualitatively. The research finding of Correlation analysis was indicated there is positive, strong and significant relationships were existed between (Performance Appraisal Quality and Feedback, Feedback and Employee Performance, and Performance Appraisal Quality and Employee Performance) at r =.896, p .05 level in mean scores between groups in Performance Appraisal Quality [F (1, 198) = 1.189, p=.277]. However, there was statistically significant difference at the p>.05 level in mean scores between groups for both Feedback and Employee Performance based on the Age of Respondents. Furthermore, as the result of finding obtained from descriptive statistical analysis Employee Performance was stated low in all attributes. This also proved for unsatisfactory practice of performance appraisals and its feedback that had seen in most Company projects. Finally, the researcher believes that this paper was not exhaustive that could provide all lists of topic researched. However, it gives a bird-eye view on topic and it is open for further discussion and/or critics.

VL  - 13
IS  - 3
ER  -

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