The Relationship between Quality of Performance Appraisal Process and Nurses Job Satisfaction as perceived by staff nurses at a Selected Hospital

Abstract

Background: Every organization follows a performance appraisal system in one way or other and the same has some impact on the satisfaction level of the employees over a period of time. Managing performance of employees is challenge for every organization; also employee satisfaction plays a vital role for individual and organizational growth (Mathew and Johnson 2015). Aim: The present study was conducted in order to assess the relationship between quality of performance appraisal process and nurses job satisfaction as perceived by staff nurses at a selected hospital.  Research question: What is the relationship between quality of performance appraisal process and nurses job satisfaction as perceived by staff nurses at a selected hospital? Setting: This study was conducted at university hospital which is affiliated to Cairo University. Research Design: A descriptive correlation design was utilized to achieve the objective of the present study. Sample: All nurses who agreed to participate in the study at time of data collection will be included. Their total number was (N=150) nurses. Tools: Based on the literature review, the following tools were constructed by the researcher to collect data pertinent to the current study. These tools are: I: Socio-demographic and Performance Appraisal Quality Questionnaire, was developed by the investigator to collect data for the present study based on extensive review of related literature. The questionnaire covered 8 dimensions and contains (52) items. II: Job Satisfaction Questionnaire was developed by Spector, (1985). The questionnaire contains (36) items.  Results & Conclusion: The present study concluded that there is a significant correlation between nurse’s perception of the performance appraisal process subscales (the clarity of expectations, providing feedback, accuracy of rating, reaction toward performance appraisal rating, reaction toward supervisor & reaction to performance appraisal system) and their job satisfaction. Furthermore, research declared that there is a significant correlation between nurse’s perception to the quality of performance appraisal process and their job satisfaction. Recommendations More research is needed to clarify that either private or public sector organizations operating fair systems of employee performance appraisal or not, the organization should have to implement performance appraisal practice in the best possible way providing job related feedback other than reflecting personal bias. Providing feedback based career development to initiate the best performers.