Effects of Job Performance Appraisal on Employee Motivation and Career Advancement: a Case of Pkf Audit Firm

Abstract

Performance appraisal is a vital Human Resource Management constituent and an essential component that impacts the organizational and employee effectiveness and efficiency, hence the necessity for the organization to incessantly evaluate and measure employee performance through performance appraisal. The general objective of the study was to examine the effect of job performance appraisal on employee motivation and career advancement in PKF audit firm. Four hypotheses were developed. The hypotheses encompassed “there is no significant relationship between job performance appraisals and employee motivation,” “there is no significant relationship between intrinsic and extrinsic motivation and career development,” “there is no significant relationship between employee motivation and career advancement,” and “there is no significant relationship between job performance appraisal, career advancement, and employee motivation.” Stratified random sampling was used to select 112 respondents from a target population of 372 employees. The analysis was done using the Statistical Package for Social Sciences (SPSS). The study found a significant relationship between job performance appraisal, employee motivation, and career advancement at the PKF audit firm. The study findings concluded that there was a relationship between job performance appraisal and employee motivation; a positive relationship existed between intrinsic and extrinsic motivation and career development; a significant relationship existed between employee motivation and career advancement; and that there was a significant effect on the overall relationship between job performance appraisal, career advancement, and employee motivation.