The Perspective of RUB Academics on the Effectiveness of the Performance Management System and Its Effect on the Academics’ Motivation
Gaki Dem *
Gedu College of Business Studies, Royal University of Bhutan, Bhutan.
Indra Prasad Tirwa
Gedu College of Business Studies, Royal University of Bhutan, Bhutan.
Kinley Yangdon
Gedu College of Business Studies, Royal University of Bhutan, Bhutan.
*Author to whom correspondence should be addressed.
Abstract
This study is conducted to examine the perception of academics on fairness and accuracy of the performance appraisal system and its effect on their motivation in the Royal University of Bhutan. The sample of 120 academics was drawn from nine colleges under RUB using non- probability convivence sampling. Data was gathered with aid of a questionnaire, while mean, T-test, ANOVA, and multiple regression analysis were used for data analysis. The research findings showed that the university academics see their performance appraisal system as moderately fair measured by four dimensions of fairness (procedural, distributive, informational, and interpersonal) and accuracy of the rating. The result of multiple regression analysis showed a statistically significant relationship between ‘perceived fairness’ and ‘perceived accuracy of the performance appraisal system and academics’ motivation. The more accurate and fairer the performance appraisal is, the academics get motivated to contribute to the development of the organization, thus collectively working towards the achievement of the organization's goal.
Keywords: Procedural fairness, distributive fairness, informational fairness, interpersonal fairness, rating accuracy, motivation