Relationship Between Fairness of Performance Appraisal and Nurses' Work Motivation

Abstract

Background: In today's world, almost every organization whether it is public or private sector, requires a Performance Appraisal System (PAS) to assess the performance of the staff. Aim: determine the relationship between fairness of performance appraisal and nurses' work motivation. Methods: A descriptive, correlational research design was conducted at Kafr El-Dawar General Hospital.at EL-Beheira Government -Egypt. Subject: All staff nurses, who are working in the previously mentioned settings was included in the study (N=280). Tools: two tools were used: Tool I Perception of Fairness Performance Appraisal questionnaire (PFPA); Tool II Assessment of Motivational Level of the Nurse's. Result: The results of the study revealed that staff nurses perceived moderate mean percent score of total fairness performance appraisal, and moderate mean percent score of total nurses' work motivation. Conclusion: There was positive statistically significant relationship between total staff nurses' perceptions of total fairness performance appraisal and total nurses' work motivation at Kafr El-Dawar General Hospital. Recommendation: Enhance staff nurses' perceptions of total fairness performance appraisal through which organizations seek to assess nurses' and develop their competence, enhance performance, distribute rewards make decisive judgment towards staff to foster growth in the organizations and management, motivate the nurses to work.