Impact of Performance Appraisal on Employee Motivation and Productivity in Turkish Forest Products Industry: A Structural Equation Modeling Analysis

Abstract

The present study investigates the infl uence of performance appraisal on employee motivation and productivity in Turkish forest products industry using a structural equation model. The questionnaires prepared for this purpose were applied to 432 people that work in 14 forest products industry businesses operating throughout Turkey. A total of nine hypotheses were established to determine the relationship between performance appraisal and employee motivation and productivity. The results indicated that fi ve hypotheses were accepted, while four of them were rejected. In the light of the fi ndings of this study, it may be generally said that the effect of performance appraisal on employee motivation and productivity was high. In other words, performance appraisal was found to be a major factor on employee motivation and productivity. The present study is expected to help managers and decision makers in selecting suitable motivating factors in order to retain and satisfy their employees. Consequently, this study will fi ll an important gap in the area of performance appraisal in the forest products industry by structural equation modeling and presents the opportunity for further studies.

The effect of performance appraisal on job performance in governmental sector: The mediating role of motivation

“…This is inconsistent with many studies reviewed (e.g. Aydın & Tiryaki, 2018;Khanna, 2016;Al Haj, 2017). The results are different from the reviewed studies in this research since most of the hypotheses were not supported in this study and there were significant relationships among the variables of three ones only.…”

“…The questionnaire was developed by using other studies throughout the literature review conducted in the exploratory research phase and went through the same level and served the same purposes. The first two parts of the questionnaire: PA purpose and criteria and the last two parts job performance and motivation were taken from the papers from which the model was replicated (Aydın & Tiryaki, 2018). The third part, leadership style; was adopted from (Wanjala, 2014).…”

“…It was Iqbal et al ( 2014) who suggested relation between PA and employee's performance focusing on role of motivation. Aydın & Tiryaki (2018) later developed and examined a model on relationships between Motivation, Performance appraisal, and job performance in Turkey. In essence, a model has been expanded through works of (Iqbal et al, 2014) and (Aydın & Tiryaki 2018) (Fig.…”

“…Aydın & Tiryaki (2018) later developed and examined a model on relationships between Motivation, Performance appraisal, and job performance in Turkey. In essence, a model has been expanded through works of (Iqbal et al, 2014) and (Aydın & Tiryaki 2018) (Fig. 1) where Performance Appraisal factors including: Performance Appraisal purpose (PAP), Performance Appraisal criteria (PAC), Leadership Style (PAL) and Finally Evaluation Method (PAE) may affect Employees motivation (MO) and Job Performance (JP).…”

“…The conceptual model designed consists of six constructs. Four constructs Performance Appraisal Factors -PA, Performance Appraisal Purpose PAP, Performance Appraisal Criteria PAC, Employee Motivation EMV, Employee Job Performance EJP were adopted from Impact of Performance Appraisal on Employee Motivation and Productivity in Turkish Forest Products Industry: A Structural Equation Modeling Analysis (Aydın & Tiryaki, 2018). While one construct (Leadership style LS) was adopted from two papers: Impact of Leadership Style on Employee Performance (Basit, 2018) and Leadership Styles and Employee Motivation in Qatar Organizations (Al Haj, 2017).…”