Impact of Performance Appraisal Practices on Employee Engagement in the Civil Service
DOI:
https://doi.org/10.22452/IJIE.vol18no1.3Keywords:
Employee engagement, Financial reward, Job promotion, Performance recognition, TrainingAbstract
Employee engagement is critical to an effective civil service because it greatly
influences achievement, according to a survey conducted in the administrative domain.
However, in the context of the public service, relatively little consideration is given
to performance appraisal practices (PAPs) in connection to employee engagement.
Analysing PAPs (i.e., training, job promotion, financial reward, and performance
recognition) in connection to employee engagement is the main goal of this study. Thus,
this study examines the possibility of these practices to serve as predicting factors that
influence employee engagement. A sample size of 510 was drawn from the Nigerian
civil service using a stratified sampling technique. PLS-SEM techniques were used for
data analysis and hypotheses testing. The findings reveal that employee engagement
is positively and significantly affected by job promotion, performance recognition, and
financial reward. On the other hand, training has no positive or significant relationship
with employee engagement. This outcome suggests that training requirements are not
recognised through the process of performance appraisal practices. However, promotion
prospects, financial rewards, and performance recognition serve as stimulators for
employee engagement. Drawing from the concepts of the social exchange theory (SET),
PAPs are crucial to effective employee engagement in the civil service.
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