Authors :
Jacob Apoll; Dr. Michael Washika Okonda
Volume/Issue :
Volume 8 - 2023, Issue 10 - October
Google Scholar :
https://tinyurl.com/mr4693mp
Scribd :
https://tinyurl.com/2nm4248p
DOI :
https://doi.org/10.5281/zenodo.10033229
Abstract :
Public service employees’ motivation has
emerged as a complex issue globally, regionally as well as
in Kenya. A systematic review of staffs’ motivation is
revealed by factors such as financial rewards, career
development, continuous education resource availability
and recognition. The County Government of Kisumu’s
department of roads, transport and public work honored
its employee through recognition awards for the 99% of
roads done, 2020-2021. The individual employees were
awarded for showing dedication, responsibility and
results. The other departments within the Kisumu
county government (governance, finance education,
health and county assembly) have never had such
recognition, a show of selective implementation of
performance reward system by county departments. The
general objective was to study the effects of performance
appraisal on employees’ motivation at county
government of Kisumu, Kenya. Specifically the study
sought to; determine the effect of appraisal system
criteria on employees’ motivation at county government
of Kisumu. The study was anchored on goal setting
theory and expectancy theory. The researcher adopted a
correlational research design to study the relationship
between the variables. The target population of study
consisted of 876 employees of county government of
Kisumu drawn from the 8 departments and consisting of
supervisors and junior staffs. Stratified random
sampling was used to draw a sample of 375 respondents
from the population. Primary data was obtained using
structured questionnaire. A pilot study was conducted in
Vihiga County. A Cronbach Alpha coefficient of 0.813
was obtained thus implying the study instrument was
reliable. Validity was ascertained through expert review
at the department of Business Administration at Maseno
University. The primary data collected was analyzed
using regression analysis. The findings shows that
appraisal system criteria has a positive and significant
effect on employee motivation (β=.309, p<.05) and
accounts for 36.6% variance in employee motivation.
This implies that performance appraisal, entailing
appraisal system criteria positively enhanced employee
motivation and consequently their work. It was
concluded that appraisal criteria has a positive influence
on employee motivation, and recommended that the
county improves its appraisal criteria. This means that
all the constructs defining performance appraisal had a
positive and significant effect on employee motivation.
The research is significant to academicians the field of
research, practitioners in human resource field as well as
institutions
Keywords :
Appraisal, System, Criteria, Employee Motivation.
Public service employees’ motivation has
emerged as a complex issue globally, regionally as well as
in Kenya. A systematic review of staffs’ motivation is
revealed by factors such as financial rewards, career
development, continuous education resource availability
and recognition. The County Government of Kisumu’s
department of roads, transport and public work honored
its employee through recognition awards for the 99% of
roads done, 2020-2021. The individual employees were
awarded for showing dedication, responsibility and
results. The other departments within the Kisumu
county government (governance, finance education,
health and county assembly) have never had such
recognition, a show of selective implementation of
performance reward system by county departments. The
general objective was to study the effects of performance
appraisal on employees’ motivation at county
government of Kisumu, Kenya. Specifically the study
sought to; determine the effect of appraisal system
criteria on employees’ motivation at county government
of Kisumu. The study was anchored on goal setting
theory and expectancy theory. The researcher adopted a
correlational research design to study the relationship
between the variables. The target population of study
consisted of 876 employees of county government of
Kisumu drawn from the 8 departments and consisting of
supervisors and junior staffs. Stratified random
sampling was used to draw a sample of 375 respondents
from the population. Primary data was obtained using
structured questionnaire. A pilot study was conducted in
Vihiga County. A Cronbach Alpha coefficient of 0.813
was obtained thus implying the study instrument was
reliable. Validity was ascertained through expert review
at the department of Business Administration at Maseno
University. The primary data collected was analyzed
using regression analysis. The findings shows that
appraisal system criteria has a positive and significant
effect on employee motivation (β=.309, p<.05) and
accounts for 36.6% variance in employee motivation.
This implies that performance appraisal, entailing
appraisal system criteria positively enhanced employee
motivation and consequently their work. It was
concluded that appraisal criteria has a positive influence
on employee motivation, and recommended that the
county improves its appraisal criteria. This means that
all the constructs defining performance appraisal had a
positive and significant effect on employee motivation.
The research is significant to academicians the field of
research, practitioners in human resource field as well as
institutions
Keywords :
Appraisal, System, Criteria, Employee Motivation.
