Abstract:
The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, their job satisfaction level in a data driven culture with the effective use of performance management through human resources information systems. The relationship between performance management through HRIS and work performance, however, was both mediated and moderated by employees’ satisfaction and a data driven culture. The form of the moderation revealed a positive relationship between performance management through HRIS and employee performance. Implications for practice and directions for future researchare discussed. Performance management is among the most important Human Resource (HR) practices and one of the more heavily researched topics in work psychology PA has increasingly become part of a more strategic approach to integrating HR activities and business policies and may now be seen as a generic term covering a variety of activities through which organizations seek to assess employees and develop their competence, enhance performance and distribute rewards. Thus, both practice and research have moved away from a narrow focus on psychometric and evaluation issues to developmental PA which may be defined as any effort concerned with enriching attitudes, experiences, and skills that improves the effectiveness of employees). Still, many organizations express dissatisfaction with their appraisal schemes According to Fletcher this may signal a lack of success of PM as a mechanism for developing and motivating people.
