Perceived influence of performance appraisal criteria on employee job satisfaction in Kenya Airways
Abstract
The objective of this study was to determine the perceived influence of performance
appraisal criteria on employee job satisfaction at the Kenya Airways. Much of the
previous research into the influence of performance appraisal criteria on employee job
satisfaction has concentrated generally on developed countries. Local studies remain
scanty and in both cases mixed findings have been reported, some reporting a positive
relationship and some finding no significant relationship. The study took a descriptive
survey design targeting all the employees at the Kenya airways. Owing to the relatively
large number of the same, a sample size of 134 employees was obtained sampled on a
stratified random sampling technique. A total of 120 employees responded hence an
89.6% response rate. The research tools employed included an interview with Kenya
airways human resource manager, the key respondent sampled purposively and
questionnaires for the employees. The primary data collected was analyzed both
descriptively and inferentially. It was found that overall; the dimensions of job
satisfaction have a positive influence on job satisfaction, albeit weak. Of statistical
significance among the dimensions are current pay, job experience and promotional
opportunities. It also found that overall; the various relative motivational aspects of
performance appraisal have a positive influence on job satisfaction, but also weak. Of
statistical significance in the relation are: output quality, output quantity and job
knowledge. Hypothesis test however indicates a strong positive relationship between
performance appraisal criteria and job satisfaction. It can therefore be concluded that the
performance appraisal criteria has a positive influence on employee job satisfaction at the
Kenya airways. The study recommends that employees be involved in the whole process
of performance appraisal. Training should also be organized for staff so that they learn
more about the concept and fully buy in for the organization to achieve the full benefits
of performance appraisal. Effective and open communication with employees on the
performance appraisal criteria and use of the graphic rating scale as a performance
appraisal method should be incorporated.
Citation
Degree of Masters of Business AdministrationPublisher
University of Nairobi School of Business
Description
A RESEARCH PROJECT SUBMITTED IN PARTIAL FULFILMENT OF
REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTER OF
BUSINESS ADMINISTRATION (MBA), SCHOOL OF BUSINESS,
UNIVERSITY OF NAIROBI