A Case of Selected Public Universities in Ethiopia

It is often suggested that in order for performance appraisal to positively influence employee behavior, employees must experience positive appraisal reactions. The purpose of the present study is to examine the relationship between performance appraisal satisfaction and employee outcomes, in the form of affective organizational commitment and turnover intention. Furthermore, the influence of intrinsic motivation as a mediating variable was also explored. The three most important limitations, which are discussed in more detail in chapter five, are the sample used, which is mainly collection of data only from three universities, the measurement used in the study and the reliance on self-reported questionnaire data. Consequently, experimental studies are needed to examine causality issues. Furthermore, managers should create an environment within the organization to enhance employees ’intrinsic motivation and thus their affective organizational commitment and decreasing their intentions to leave/quit the organization. This study contributes to the knowledge on satisfaction with performance appraisal system and the influences on the employee outcomes; an area of research that is almost unexplored in Ethiopian higher education institution is concerned.