Job Satisfaction through Performance Appraisal: Moderating Role of Locus of Control

Abstract

This research paid attention to Performance appraisal as the administration uses these tools. The research is on Performance appraisal and employee job satisfaction and analyzes the moderating role of locus of control (LOC) between performance appraisal and employee job satisfaction. Building on cross-sectional data of white-collar employees (N=214) from several organizations, we apply regression analysis that allows us to more thoroughly evaluate the causality of formal performance appraisals PAs on employee job satisfaction paralleled to earlier “cross-sectional” research. Performance appraisal positively influences job satisfaction, and LOC moderates the link between performance appraisal and employees' overall job satisfaction. Moreover, the study is required to apply internal and external locus of control as well as estimate the causal effects of Performance appraisals related to monetary and non-monetary consequences. Performance appraisals (PA) are considered a helpful human resource management instrument that workers recognize well. PA is a major cause of job satisfaction. This requires that the system be known for the effectiveness of appraisals when preparing performance appraisal structures. The study has been inclined to pay more attention to the association between the formal Performance Appraisal process and employee job satisfaction and the indirect effect of locus of control. Organizations need to acknowledge the importance of Performance Appraisal, which is a robust HR management tool.