DefinePK

Research Objective

To investigate the association between performance appraisal quality and employee performance, focusing on the mediating role of HR strengths and the moderating impact of employee's religious faith.

Methodology

This study employed a quantitative approach using a two-wave, multi-actor dataset collected from the Telecom sector in Pakistan. Data were gathered from 62 supervisors and 401 employees. Supervisors rated employee performance at Time 1, while employees rated performance appraisal quality, HR strength, and religious faith at Time 2. Supervisors also re-rated employee performance at Time 2. Hierarchical Linear Modeling (HLM2) was used to test the hypotheses.

Methodology Flowchart

                        graph TD
    A["Data Collection: Supervisors & Employees Time 1 & Time 2"] --> B["Measurement of PAQ, HR Strength, Faith in Religion, Employee Performance"];
    B --> C["Confirmatory Factor Analysis"];
    C --> D["Descriptive Statistics and Correlations"];
    D --> E["Hierarchical Linear Modeling"HLM2""];
    E --> F["Hypothesis Testing: H1, H2, H3, H4"];
    F --> G["Results Interpretation"];
    G --> H["Conclusion"];                    

Discussion

The study supports the signaling framework, suggesting that HR strengths effectively convey clear signals from performance appraisal quality to employees, thereby enhancing employee performance. The findings also highlight the unexpected moderating role of faith in religion, indicating that lower levels of faith were associated with stronger indirect effects of PAQ on employee performance through HR strengths. This suggests that individual differences, specifically religious faith, can influence how employees perceive and respond to HR mechanisms.

Key Findings

1. Perceptions of Performance Appraisal Quality (PAQ) were positively related to employee performance.
2. HR strengths mediated the positive relationship between PAQ and employee performance.
3. Faith in religion negatively moderated the relationship between PAQ and HR strengths, and also attenuated the indirect effect of PAQ on employee performance via HR strengths, meaning the indirect effect was stronger when faith in religion was lower.

Conclusion

Performance appraisal quality positively influences employee performance, with HR strengths acting as a key mediator. The study concludes that the effectiveness of HR mechanisms, particularly performance appraisal quality, is understood differently by employees based on their level of faith in religion, which moderates these relationships.

Fact Check

- The study was conducted in Pakistan's Telecom sector. (Confirmed by text)
- The final dataset included 62 supervisors and 401 employees. (Confirmed by text)
- Perceptions of PAQ were positively related to employee performance (r = .22, p < .05). (Confirmed by text)

Mind Map