Performance appraisal has become a crucial tool for organizations to evaluate employees’ performance and focuses on the achievement of favorable attitudinal outcomes. Since, the attitudinal aspect of performance appraisal has been referred as a “neglected criterion” therefore; this study focused more on the attitudinal outcomes of the employees.
Objective
This study examined the relationship between PA congruence and employees’ attitudinal outcomes under the tenants of P-E Fit model. Moreover, it tested the P-E Fit model in collectivistic culture with the extended dimension of normative commitment, which has been missed out in the previous literature.
Methodology
Participants represent 315 employees of academic institutes of three South Asian countries namely Pakistan, Sri Lanka, and Bangladesh. Proportionate stratified random sampling was used to draw the sample. Quantitative approach was used for analyzing the collected data where model was tested through SEM using SPSS and AMOS 18.0. Study tested measurement and structural model with and without inclusion of extended dimension, i.e., normative commitment. Furthermore, opinions were sought from the Subject Matter Experts about the results of the study.
Results
Overall results revealed that all proposed hypotheses were accepted except one which was about the negative relation between PA attitude and turnover intentions of employees. Results demonstrate that both model 1 (without inclusion of normative commitment) and model 2 (with inclusion of normative commitment) show significant results but values for model 2 were comparatively more supportive which explains that inclusion of normative commitment in P-E fit model in a collectivistic culture strengthens the model fitness.
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