{"id":{"repo_id":"vt","oai_identifier":"oai:vtechworks.lib.vt.edu:10919/44537"},"canonical_url":"https://search.dev.ndltd.org/etd/vt/oai:vtechworks.lib.vt.edu:10919/44537","repository":{"repo_id":"vt","name":"Virginia Tech","base_url":"https://vtechworks.lib.vt.edu/oai/request"},"display":{"title":"Employee perceptions of performance appraisal acceptability in a merit pay setting","abstract":"The purpose of this study was to audit employee perceptions of the Sentara Health System performance appraisal system in a merit pay setting. To accomplish this, the study investigated variables having a positive relationship on employee perception of performance appraisal acceptability, fairness and accuracy. The study had three objectives: (1) integrate the current body of literature to develop variables that adequately describe employee perception of appraisal systems, (2) integrate these variables into several hypotheses that are consistent with current literature, and (3) test the hypotheses using Pearson product moment correlations. Nine variables hypothesized as depicting aspects of employee perceptions were conceptualized, and multiple indicators were developed for each variable. A questionnaire containing these items was randomly distributed to 300 employees throughout a large health care system. Results indicate that performance appraisal acceptability, fairness and accuracy had a positive relationship with supervisor trust, supervisor knowledge of performance, interview information, interview atmosphere, performance standard acceptability, participation in development, performance reward link and merit pay acceptability. All the hypotheses had significant positive correlations (≤.01). These findings were discussed in terms of the study limitations, suggested future research and implications for the organization studied, as well as other organizations with merit pay programs.","abstract_html":"The purpose of this study was to audit employee perceptions of the Sentara Health System performance appraisal system in a merit pay setting. To accomplish this, the study investigated variables having a positive relationship on employee perception of performance appraisal acceptability, fairness and accuracy. The study had three objectives: (1) integrate the current body of literature to develop variables that adequately describe employee perception of appraisal systems, (2) integrate these variables into several hypotheses that are consistent with current literature, and (3) test the hypotheses using Pearson product moment correlations. Nine variables hypothesized as depicting aspects of employee perceptions were conceptualized, and multiple indicators were developed for each variable. A questionnaire containing these items was randomly distributed to 300 employees throughout a large health care system. Results indicate that performance appraisal acceptability, fairness and accuracy had a positive relationship with supervisor trust, supervisor knowledge of performance, interview information, interview atmosphere, performance standard acceptability, participation in development, performance reward link and merit pay acceptability. All the hypotheses had significant positive correlations (≤.01). These findings were discussed in terms of the study limitations, suggested future research and implications for the organization studied, as well as other organizations with merit pay programs.","abstract_has_math":false,"creators":["Gibson, Timothy Paul"],"institution":"Virginia Tech","degree_name":"Master of Science","degree_level":"masters","degree_discipline":"Hotel, Restaurant, and Institutional Management","degree_department":"Hotel, Restaurant, and Institutional Management","school":null,"contributors":[],"advisors":[],"committee_chairs":["Murrmann, Suzanne K."],"committee_members":["Weaver, Pamela A.","Vest, M. J."],"year":1991,"date_issued":"1991-07-05","date_published":"1991-07-05","updated_at":"2026-07-22T22:20:32Z","subjects":[],"languages":["en"],"rights":["In Copyright"],"rights_urls":["http://rightsstatements.org/vocab/InC/1.0/"],"identifier_entries":[{"key":"dc:identifier.other","label":"Dc Identifier Other","values":["etd-09052009-040247"],"render_values":[{"text":"etd-09052009-040247","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/10919/44537","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.committeechair","label":"Committee Chair","values":["Murrmann, Suzanne K."]},{"key":"dc:contributor.committeemember","label":"Committee Member","values":["Weaver, Pamela A.","Vest, M. J."]},{"key":"dc:contributor.department","label":"Department","values":["Hotel, Restaurant, and Institutional Management"]},{"key":"dc:creator","label":"Author","values":["Gibson, Timothy Paul"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2014-03-14T21:44:26Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2014-03-14T21:44:26Z","2009-09-05"]},{"key":"dc:date.issued","label":"Date","values":["1991-07-05"]},{"key":"dc:publisher","label":"Institution","values":["Virginia Tech"]},{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"dc:type.dcmitype","label":"Dc Type Dcmitype","values":["Text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Hotel, Restaurant, and Institutional Management"]},{"key":"thesis:degree_level","label":"Degree Level","values":["masters"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Science"]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["Virginia Polytechnic Institute and State University"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["In Copyright"]},{"key":"dc:rights.uri","label":"Rights URI","values":["http://rightsstatements.org/vocab/InC/1.0/"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.other","label":"Dc Identifier Other","values":["etd-09052009-040247"]},{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/10919/44537"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["The purpose of this study was to audit employee perceptions of the Sentara Health System performance appraisal system in a merit pay setting. To accomplish this, the study investigated variables having a positive relationship on employee perception of performance appraisal acceptability, fairness and accuracy. The study had three objectives: (1) integrate the current body of literature to develop variables that adequately describe employee perception of appraisal systems, (2) integrate these variables into several hypotheses that are consistent with current literature, and (3) test the hypotheses using Pearson product moment correlations. Nine variables hypothesized as depicting aspects of employee perceptions were conceptualized, and multiple indicators were developed for each variable. A questionnaire containing these items was randomly distributed to 300 employees throughout a large health care system. Results indicate that performance appraisal acceptability, fairness and accuracy had a positive relationship with supervisor trust, supervisor knowledge of performance, interview information, interview atmosphere, performance standard acceptability, participation in development, performance reward link and merit pay acceptability. All the hypotheses had significant positive correlations (≤.01). These findings were discussed in terms of the study limitations, suggested future research and implications for the organization studied, as well as other organizations with merit pay programs."]},{"key":"dc:description.degree","label":"Dc Description Degree","values":["Master of Science"]},{"key":"dc:format.medium","label":"Dc Format Medium","values":["BTD"]},{"key":"dc:format.mimetype","label":"Dc Format Mimetype","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["Employee perceptions of performance appraisal acceptability in a merit pay setting"]}]}],"canonical_facts":{"dc:contributor.committeechair":["Murrmann, Suzanne K."],"dc:contributor.committeemember":["Weaver, Pamela A.","Vest, M. J."],"dc:contributor.department":["Hotel, Restaurant, and Institutional Management"],"dc:creator":["Gibson, Timothy Paul"],"dc:date.accessioned":["2014-03-14T21:44:26Z"],"dc:date.available":["2014-03-14T21:44:26Z","2009-09-05"],"dc:date.issued":["1991-07-05"],"dc:description.abstract":["The purpose of this study was to audit employee perceptions of the Sentara Health System performance appraisal system in a merit pay setting. To accomplish this, the study investigated variables having a positive relationship on employee perception of performance appraisal acceptability, fairness and accuracy. The study had three objectives: (1) integrate the current body of literature to develop variables that adequately describe employee perception of appraisal systems, (2) integrate these variables into several hypotheses that are consistent with current literature, and (3) test the hypotheses using Pearson product moment correlations. Nine variables hypothesized as depicting aspects of employee perceptions were conceptualized, and multiple indicators were developed for each variable. A questionnaire containing these items was randomly distributed to 300 employees throughout a large health care system. Results indicate that performance appraisal acceptability, fairness and accuracy had a positive relationship with supervisor trust, supervisor knowledge of performance, interview information, interview atmosphere, performance standard acceptability, participation in development, performance reward link and merit pay acceptability. All the hypotheses had significant positive correlations (≤.01). These findings were discussed in terms of the study limitations, suggested future research and implications for the organization studied, as well as other organizations with merit pay programs."],"dc:description.degree":["Master of Science"],"dc:format.medium":["BTD"],"dc:format.mimetype":["application/pdf"],"dc:identifier.other":["etd-09052009-040247"],"dc:identifier.uri":["http://hdl.handle.net/10919/44537"],"dc:language.iso":["en"],"dc:publisher":["Virginia Tech"],"dc:rights":["In Copyright"],"dc:rights.uri":["http://rightsstatements.org/vocab/InC/1.0/"],"dc:title":["Employee perceptions of performance appraisal acceptability in a merit pay setting"],"dc:type":["Thesis"],"dc:type.dcmitype":["Text"],"thesis:degree_discipline":["Hotel, Restaurant, and Institutional Management"],"thesis:degree_level":["masters"],"thesis:degree_name":["Master of Science"],"thesis:institution_name":["Virginia Polytechnic Institute and State University"]},"updated_at":"2026-07-22T22:20:32Z"}