Impact of performance appraisal system on the employee job satisfaction in the phase of sustainable development
DOI:
https://doi.org/10.65222/VIRAL.2026.2.9.29Keywords:
Abstract
Performance assessment is a crucial component of an organization's evaluation process for assessing the performance of its personnel. Appraisal is an ongoing procedure that occurs once a year as a formal evaluation before the end of the fiscal year. The purpose of performance appraisal is to enhance the employee's motivation inside the organization, hence facilitating the attainment of organizational objectives. People are the primary assets of an organization. Without people, it is challenging to sustain the firm in the market for an extended duration. The research examines the performance appraisal method at IT companies in the tricity, focusing on how management fosters employee motivation and understanding of the working environment. The study aims to meet the partial requirement and gain insight into the satisfaction level of employees as it is connected directly with the sustainable development.
References
1. Adeoye, M. A., Jimoh, H. A., & Abdulkareem, H. B. (2023). Leadership and organizational cultural roles in promoting sustainable performance appraisal and job satisfaction among academic staff. ASEAN Journal of Economic and Economic Education, 2(2), 115-124.
2. Ali, Z., Mahmood, B., & Mehreen, A. (2019). Linking succession planning to employee performance: The mediating roles of career development and performance appraisal. Australian Journal of Career Development, 28(2), 112-121., https://doi.org/10.1177/1038416219830419
3. Allen, P. & Bennett, K. (2010). PASW statistics by SSPS: A practical guide, version 18.0 (1st ed). Sydney: Cengage Learning Australia Pty Limited.
4. Aman-Ullah, A., Saraih, U. N., Mehmood, W., & Jahangir, J. (2026). Corporate social responsibility initiatives and organisational performance: a mediation study through employee motivation and employee loyalty. Journal of Global Responsibility, 17(1), 126-145.
5. Attipoe, W. E., Agordzo, G. K., & Seddoh, M. J. E. (2021). Effect of Performance Appraisal System on Employee Productivity (Selected Public Senior High Schools, Ho Municipality, Ghana). Journal of Economics and Sustainable Development, 12 (2), 1-14
6. Bawole, J. N., Hossain, F., Domfeh, K. A., Bukari, H. Z., & Sanyare, F. (2016). Performance appraisal or praising performance? The culture of rhetoric in performance management in Ghana civil service. In Administrative Culture in Developing and Transitional Countries (pp. 57-66). Routledge.,
7. Barbieri, M., Micacchi, L., Vidè, F., & Valotti, G. (2023). The performance of performance appraisal systems: A theoretical framework for public organizations. Review of Public Personnel Administration, 43(1), 104-129.
8. Costache, B., & Petcu, C. (2025). Burnout and Resilience in Education: Integrating Mindfulness, Motivation, and Contextual Moderators for Sustainable Well-being. International Journal of Education, Leadership, Artificial Intelligence, Computing, Business, Life Sciences, and Society, 2(02), 26-37.
9. Daoanis, L. E. (2012). Performance Appraisal System: It’s Implication to Employee Performance. International journal of economics and management sciences, 2(3), 55-62.
10. Dhanabhakyam, M., & Fahad, K. P. (2023). Influence of performance appraisal system in private sector banks on employee morale. IJAR, 9(2), 284-288., https://doi.org/10.22271/allresearch.2023.v9.i2e.106
11. Dubey, A., Swami, D., Gupta, V., & Joshi, N. (2025). Entropy theory-based performance appraisal of CMIP6 climate models in regional drought simulation over the Indus River basin: a multifactorial investigation. Natural Hazards, 1-42.
12. Frutos-Bencze, D., Sokolova, M., Zubr, V., & Mohelska, H. (2022). Job satisfaction during COVID-19: industry 5.0 as a driver of sustainable development and gender equality. Technological and economic development of economy, volume 28, issue: 5.
13. Hitka, M., Schmidtová, J., Lorincová, S., Štarchoň, P., Weberová, D., & Kampf, R. (2021). Sustainability of human resource management processes through employee motivation and job satisfaction. Acta Polytechnica Hungarica, 18(2), 7-26.
14. Makhrisyafrisal, M., Junengsih, J., & Dina, N. (2026). MENTAL HEALTH AND WORK ENVIRONMENT EFFECTS ON EMPLOYEE PERFORMANCE IN THE PUBLIC SECTOR. Jurnal Manajemen Terapan dan Keuangan, 15(01), 1-13.
15. Murphy, K. R., & DeNisi, A. S. (2023). A model of the appraisal process. In Performance management systems (pp. 105-122). Routledge.
16. Murphy, K. R. (2026). The Illusion of Performance Management. Human Resource Management, 65(1), 63-75.
17. Naaz, S., Ram, M., & Kumar, A. (2026). Reliability and Sensitivity Appraisal of Information Processing Server System: Structure-Function Approach. ASCE-ASME Journal of Risk and Uncertainty in Engineering Systems, Part B: Mechanical Engineering, 12(2), 021101.
18. Navaja, R. I., Jesus, J. B., Basilisco, G. L., & Sumilhig, J. M. (2026). Determinants of employee retention in finance shared services. HO CHI MINH CITY OPEN UNIVERSITY JOURNAL OF SCIENCE-ECONOMICS AND BUSINESS ADMINISTRATION.
19. Nguyen, T. D., Le, T. Q., Luong, G. T., Nguyen, D. T., & Nguyen, T. T. (2025). A review of Applying Game-Based Learning and Learning Motivation: Game-Based Learning and Learning Motivation. International Journal of Education, Leadership, Artificial Intelligence, Computing, Business, Life Sciences, and Society, 3(03), 67-74. https://doi.org/10.65222/VIRAL.2025.12.20
20. Nurbasari, A., Machmud, A., Aribowo, A., & Megawati, S. (2026). Digital entrepreneurial marketing and industrial transformation: Evidence from food and beverage small and medium industries in Indonesia toward sustainable development goals (SDGs). Indonesian Journal of Science and Technology, 11(2), 217-232.
21. Ramous Agyare, G. Y., Mensah, L., Aidoo, Z., & Ansah, I. O. (2016). Impacts of performance appraisal on employees’ job satisfaction and organizational commitment: A case of microfinance institutions in Ghana. International Journal of Business and Management, 11(9), 281-297., http://dx.doi.org/10.5539/ijbm.v11n9p281
22. Ray, S. S., Ota, R., & Dash, B. A Study on Executive Performance Appraisal System in NALCO. Journal homepage: www. ijrpr. com ISSN, 2582, 7421.
23. Rilke, R. M., & Sliwka, D. (2026). When Algorithms Rate Performance: Do Large Language Models Replicate Human Evaluation Biases? (No. 384). University of Bonn and University of Cologne, Germany.
24. Russo, A., Zammitti, A., Zarbo, R., Magnano, P., & Santisi, G. (2026). The sustainable career scale (SCS): development, validity, reliability and invariance. Journal of Global Responsibility, 17(1), 1-25.
25. Olubiyi, T. O. (2023). UNVEILING THE ROLE OF WORKPLACE ENVIRONMENT IN ACHIEVING THE SUSTAINABLE DEVELOPMENT GOAL EIGHT (SDG8) AND EMPLOYEE JOB SATISFACTION POST-PANDEMIC: PERSPECTIVE FROM AFRICA. Management & Marketing Journal, 21(2).
26. Petcu C., Costache B, Bejinariu C.G. (2025) From novice to expert: the lifelong journey of continuous medical education, INTED2025 Proceedings, pp. 6902-6907. https://doi.org/10.21125/inted.2025.1776
27. Shiva Prasad, H. C., & Suar, D. (2010). Performance assessment of Indian software professionals. Journal of Advances in Management Research, 7(2), 176-193.
28. Speer, A. B., Perrotta, J., & Kordsmeyer, T. L. (2026). Taking it easy: Off-the-shelf versus fine-tuned supervised modeling of performance appraisal text. Organizational Research Methods, 29(1), 73-91.
29. Yao, S., Ma, S., Shi, L., & Wu, F. (2024). China's “Performance Appraisal System” of Public Hospitals and Its Implementation Effects: An Empirical Study Based on Stakeholder Theory and the Balanced Scorecard.
30. Zafar, H., & Siddiqui, S. M. F. E. A. (2025). The Influence of Training, Compensation, and CareerDevelopment on Employee Job Satisfaction andSustainable Employee Performance. Competitive Research Journal Archive, 3(01), 270-282
Downloads
Published
Issue
Section
License
Copyright (c) 2026 International Journal of Education, Leadership, Artificial Intelligence, Computing, Business, Life Sciences, and Society
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.