The Path Analysis of Performance Appraisals Purposes’ Influence on Public Servant’s Job Satisfaction and Turnover Intention

• Main Authors: Tsui-Shiang Wung, 翁翠襄
• Other Authors: Shiang-Te Liu
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/k47a7p

碩士 === 銘傳大學 === 公共事務學系碩士班 === 97 === Performance appraisals have been concerned for a long time by human resources management scholars. The traditional performance appraisal’s studies focus on the level personal evaluation, include administrative and developmental purpose. However, the environment and the technology are changing and civil service''s role expectations and requirements are also changing. Therefore, it is necessary to expand performance appraisal theory by identifying and more broadly defining the purposes of performance appraisals to include a position-focused purpose, that is role definition purpose. The study will examine the performance appraisal purpose’s influence on civil servants’ job satisfaction and turnover intention. This study obtains 274 valid samples with the method of convenience sampling. This research uses path analysis and hierarchical regression analysis to test the research hypotheses we explored. The results show that: (1) Satisfaction with the performance appraisal mediates the relationships between developmental, role definition purpose and job satisfaction.；(2) The purpose of performance appraisals positively affects organizational commitment；(3) The role definition purpose negatively affects role ambiguity；(4) The organizational commitment positively affects job satisfaction；(5) The role ambiguity negatively affects job satisfaction and positively affects turnover intention；(6) The continuance commitment and the affective commitment negatively affects turnover intention；(7) The role conflict positively affects turnover intention.