Abstract:
This study examines the impact of performance appraisal on employees' development
perceptions and the effects of those perceptions on employees' work-related attitudes and
behavior in the public universities of Khyber Pakhtunkhwa. The study looks into the mediating
role of development in linking performance appraisal and organizational commitment, job
satisfaction, employees‘ trust, and turnover intentions. The model is evaluated through
Confirmatory Factor Analysis using Structural Equation Modeling (SEM). In Pakistan, efforts to
link this HR activity with employee attitudinal and behavioural outcomes are equal to naught.
The present study is an effort to addresses this gap. Results of the research indicate that
employee development perceptions have a direct positive influence on organizational
commitment, job satisfaction and employees‘ trust and negatively affect turnover intentions.
Besides, these variables have interdependence as well. The findings support the mediating role of
development perceptions in the relationships among performance appraisal and these attitudinal
and behavioural outcomes. The results provide guidelines and significant implications to help
policy makers to better understand and critically look into the current performance appraisal
process critically for positive improvements in this crucial HR intervention to promote positive
employee attitude and behaviour while considering their career development. Furthermore, the
study helps in enriching the current body of knowledge on performance appraisal in developing
countries. Future studies should examine other antecedents like fairness perception,
organizational citizenship behaviour and perceived organizational support to have a holistic
approach to the intervention. Replication of the study in other settings is also recommended.
