Perception of Employees towards Performance Appraisal Practice and Associated Factors: The Case of Governmental Health Facilities Mekelle, Southern Tigray, Ethiopia, 2018.

Abstract

Background: Performance appraisal is an important management tool for measuring employee job performance, clarifying personnel decisions such as promotion, demotion, or retention, as well as helping develop employee capacity through providing feedback or training, a positive perception of employees towards performance appraisal will create a positive working environment in the organization, while a negative perception of employees will affect the health facility performance. Objective: The objective of the study was to assess perception of employees towards performance appraisal practice and associated factors at Mekelle governmental health institutions, Tigray, Ethiopia. Methods: Institutional based cross-sectional study design was used and data was collected through self-administered questionnaire distributed to a sample of 252 employees of Mekelle governmental health facilities, Tigray, Ethiopia, 2018. Simple random sampling technique has been employed to select the respondents, among these 244 were returned, which, representing 96.8% response rate. Data was analyzed using statistical package for social science (SPSS version 25) linear regression analysis were employed to analyze the data. Result: The descriptive finding of the study shows that the general employees had bad perception towards the existing performance appraisal practice. Whereas the findings of linear regression analysis indicate that there is positive and significant relationship between employee’s perception with feedback (Adjusted R2= 0.335, ß = 56.9, P<.001.), Perception of employees and participation of employees (Adjusted R2= 0.093, ß = 0.310, P<.001), Negative and significant relation between perception of employee’s and criteria used for evaluation appropriateness (Adjusted R2= 0.031, ß = -0.212, P<.005). Conclusion and recommendation: On the basis of the findings, appropriate recommendations laterally needs an amendment of the existing performance appraisal methods, training should be given to rater and ratee on the purposes as well as how criteria used for evaluate and participation of employee’s in formulation and design of form used to evaluating their performance.