Effectiveness of performance appraisal (EPA) in higher education institutions in Nigeria: moderated by employee participation

In the higher education institutions (HEIs), academics’ staff performance is recognized as a key determinant of students’ and institutions’ performance. Therefore, the need to execute effective performance appraisal becomes imperative because literatures have indicated the ineffectiveness of perform...

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Main Author:	Babagana, Suleiman Abubakar
Format:	Thesis
Language:	eng eng
Published:	2020
Subjects:	HF5549-5549.5 Personnel Management Employment LB2300 Higher Education
Online Access:	https://etd.uum.edu.my/8100/1/s902374_01.pdf https://etd.uum.edu.my/8100/2/s902374_02.pdf
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id	my-uum-etd.8100
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Mat, Norsiah Ibrahim, Hadziroh
topic	HF5549-5549.5 Personnel Management Employment LB2300 Higher Education
spellingShingle	HF5549-5549.5 Personnel Management Employment LB2300 Higher Education Babagana, Suleiman Abubakar Effectiveness of performance appraisal (EPA) in higher education institutions in Nigeria: moderated by employee participation
description	In the higher education institutions (HEIs), academics’ staff performance is recognized as a key determinant of students’ and institutions’ performance. Therefore, the need to execute effective performance appraisal becomes imperative because literatures have indicated the ineffectiveness of performance appraisal for academics especially for Nigeria’s HEIs. Past studies suggest that factors such as organizational fairness, organizational politics, leadership styles and employee participation may contribute to EPA. The objective of the study was to determine the influence of organizational fairness, organizational politics, and transactional leadership style on effectiveness of performance appraisal among 395 academics in Polytechnics and Colleges of Education located in the northeast and northwest geopolitical regions of Nigeria. Additionally, this study aimed at investigating employee participation as a moderator. For purpose of data analysis and hypotheses testing, PLS-SEM was utilized to understand the relationships among the variables. Results supported the hypothesized direct influence of distributive, procedural and informational fairness, as well as organizational politics, and transactional leadership style on EPA. However, no direct influence was found between interpersonal fairness and EPA. Furthermore, employee participation moderated three of these relationships, precisely, distributive fairness, informational fairness and transactional leadership style on EPA for performance appraisal system with high contrary to low levels of employee participation. Thus, HEIs should emphasize on organizational fairness, organizational politics, leadership styles and employee participation to help improve effectiveness of performance appraisal in HEIs. Based on research findings, theoretical and practical implications were discussed. Limitations and recommendations for future research were also highlighted.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Babagana, Suleiman Abubakar
author_facet	Babagana, Suleiman Abubakar
author_sort	Babagana, Suleiman Abubakar
title	Effectiveness of performance appraisal (EPA) in higher education institutions in Nigeria: moderated by employee participation
title_short	Effectiveness of performance appraisal (EPA) in higher education institutions in Nigeria: moderated by employee participation
title_full	Effectiveness of performance appraisal (EPA) in higher education institutions in Nigeria: moderated by employee participation
title_fullStr	Effectiveness of performance appraisal (EPA) in higher education institutions in Nigeria: moderated by employee participation
title_full_unstemmed	Effectiveness of performance appraisal (EPA) in higher education institutions in Nigeria: moderated by employee participation
title_sort	effectiveness of performance appraisal (epa) in higher education institutions in nigeria: moderated by employee participation
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2020
url	https://etd.uum.edu.my/8100/1/s902374_01.pdf https://etd.uum.edu.my/8100/2/s902374_02.pdf
_version_	1747828324625809408
spelling	my-uum-etd.81002021-03-03T06:59:51Z Effectiveness of performance appraisal (EPA) in higher education institutions in Nigeria: moderated by employee participation 2020 Babagana, Suleiman Abubakar Mat, Norsiah Ibrahim, Hadziroh Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment LB2300 Higher Education In the higher education institutions (HEIs), academics’ staff performance is recognized as a key determinant of students’ and institutions’ performance. Therefore, the need to execute effective performance appraisal becomes imperative because literatures have indicated the ineffectiveness of performance appraisal for academics especially for Nigeria’s HEIs. Past studies suggest that factors such as organizational fairness, organizational politics, leadership styles and employee participation may contribute to EPA. The objective of the study was to determine the influence of organizational fairness, organizational politics, and transactional leadership style on effectiveness of performance appraisal among 395 academics in Polytechnics and Colleges of Education located in the northeast and northwest geopolitical regions of Nigeria. Additionally, this study aimed at investigating employee participation as a moderator. For purpose of data analysis and hypotheses testing, PLS-SEM was utilized to understand the relationships among the variables. Results supported the hypothesized direct influence of distributive, procedural and informational fairness, as well as organizational politics, and transactional leadership style on EPA. However, no direct influence was found between interpersonal fairness and EPA. Furthermore, employee participation moderated three of these relationships, precisely, distributive fairness, informational fairness and transactional leadership style on EPA for performance appraisal system with high contrary to low levels of employee participation. Thus, HEIs should emphasize on organizational fairness, organizational politics, leadership styles and employee participation to help improve effectiveness of performance appraisal in HEIs. Based on research findings, theoretical and practical implications were discussed. Limitations and recommendations for future research were also highlighted. 2020 Thesis https://etd.uum.edu.my/8100/ https://etd.uum.edu.my/8100/1/s902374_01.pdf text eng staffonly https://etd.uum.edu.my/8100/2/s902374_02.pdf text eng public phd doctoral Universiti Utara Malaysia Aarons, G. A. (2006). Transformational and transactional leadership: Association with attitudes toward evidence-based practice. Psychiatric services, 57(8), 1162-1169. Abbas, M. 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