dc.contributor.author | Ndago, Eve D | |
dc.date.accessioned | 2021-01-25T12:32:52Z | |
dc.date.available | 2021-01-25T12:32:52Z | |
dc.date.issued | 2020 | |
dc.identifier.uri | http://erepository.uonbi.ac.ke/handle/11295/154075 | |
dc.description.abstract | Increase in performance appraisal leads to employee productivity since employees are stimulated
to put more effort to increase productivity. This is not always the case in the Kenyan situation
and this study therefore used descriptive research design to determine the relationship between
performance appraisal and employee productivity in the State Department for Correctional
Services in Kwale County with the main focus being the Prisons Department. The objectives of
the study were; to determine the relationship between self-evaluation and employee productivity
in the State Department for Correctional Services-Prisons Department in Kwale County; to
investigate the relationship between task based evaluation assessment and employee productivity
in State Department for Correctional Services-Prisons Department in Kwale County, to find out
the relationship between 360 degree feedback and employee productivity in the State Department
for Correctional Services-Prisons Department in Kwale County and to establish the moderating
effect of gender on the relationship between performance appraisal and employee productivity.
The study was founded on two main theories ; Goal Setting Theory and Expectancy Theory. The
study used inferential statistics (ANOVA) for data analysis. Stepwise regression analysis was
employed to establish the moderating effect of gender on the relationship between performance
appraisal and employee productivity. Primary data was used in the analysis which was collected
from the employees of the State Department for Correctional Services-Prisons Department in
Kwale County. Pearson correlation coefficient between 360-degree evaluation and employee
productivity was found to be 0.90 hence positive and statistically significant relationship
between the two variables. The effect of self-evaluation, task-based evaluation and 360-degree
feedback on employee productivity was also found to be positive and statistically significant.
The p-value was less than 0.05 units in each case and the regression coefficients of selfevaluation,
task based evaluation and 360 degree feedback were 0.334, 0.437 and 0.591
respectively. The analysis was carried out at 95% level of significance. The study recommends
that organizations need to carry out performance appraisal since it is positively and significantly
related to employee productivity. The study also recommends that the same study be done in
other Government institutions in different Counties and gender to be considered as a siginificant
factor towards employee productivity. | en_US |
dc.language.iso | en | en_US |
dc.publisher | University of Nairobi | en_US |
dc.rights | Attribution-NonCommercial-NoDerivs 3.0 United States | * |
dc.rights.uri | http://creativecommons.org/licenses/by-nc-nd/3.0/us/ | * |
dc.subject | Performance Appraisal and Employee Productivity | en_US |
dc.title | The Relationship Between Performance Appraisal and Employee Productivity in the State Department for Correctional Services in Kwale County | en_US |
dc.type | Thesis | en_US |