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Evidence suggests that performance evaluations are often inaccurate and manipulated for the sake of political purposes, thus affecting employee attitudes and behaviors. This study examines the effects of employee perception of political motive in performance appraisals and how it influences organizational commitment and job satisfaction.
The researcher developed a model to test the effectiveness of the performance appraisal system on subjects who work in the food and beverage industry at restaurants and hotels in North Cyprus. Ninety-two employees of various ages, backgrounds and genders were sampled. A 33-question survey was divided into four parts: measures of perception of performance appraisal, organizational commitment, job satisfaction and demographic.
Correlation and regression were used to test the hypotheses. The results indicated that when employees perceived manipulation of performance approval ratings in order to motivate subordinates, organizational commitment increased but job satisfaction was not affected. Furthermore, when employees perceived manipulation of performance appraisal ratings to punish subordinates, their organizational commitment and job satisfaction both decreased. Therefore, this study recommends managers increase positive performance appraisal ratings and decrease political manipulations in their organizations. In addition, managers should reduce personal bias and consider changing and improving ratings instruments. The final section will discuss limitations and directions for future studies.