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PERFORMANCE APPRAISAL DECISIONS AND CAREER MOBILITY
AMONG TEACHERS IN PUBLIC SCHOOL: A CASE STUDY.
Gelatina Anak Dom@ Ricky Tujoh
Master of Science
(Human Resource Development)
2014
Faculty of Cognitive Sciences and Human Development
PERFORMANCE APPRAISAL DECISIONS AND CAREER
MOBILITY AMONG TEACHERS IN PUBLIC SCHOOL: A
CASE STUDY.
GELATINA ANAK DOM @ RICKY TUJOH
This project is submitted in partial fulfillment of the requirements for a
Master of Science
(Human Resource Development)
Faculty of Cognitive Sciences and Human Development
UNIVERSITI MALAYSIA SARAWAK
(2014)
Projek bertajuk ‘KEPUTUSAN PENILAIAN PRESTASI DAN KARIER
MOBILITI DALAM KALANGAN GURU DI SEKOLAH AWAM: SATU
KAJIAN KES’ telah disediakan oleh GELATINA ANAK DOM @ RICKY TUJOH dan
telah diserahkan kepada Fakulti Sains Kognitif dan Pembangunan Manusia sebagai
memenuhi syarat untuk Ijazah Sarjana Sains dengan Kepujian (PEMBANGUNAN
SUMBER MANUSIA)
Diterima untuk diperiksa oleh:
-----------------------------------
(Asc. Prof. Dr Rusli Bin Ahmad)
Tarikh:
-----------------------------------
Gred
UNIVERSITI MALAYSIA SARAWAK
Grade: _____________
Please tick ()
Final Year Project Report
Masters
PhD
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work entitled, ------------------------------------------------------------------------------------------------- is my original
work. I have not copied from any other students’ work or from any other sources except where due
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above named student, and was submitted to the “FACULTY” as a * partial/full fulfillment for the
conferment of ------------------------------------------------------------------------- (PLEASE INDICATE THE
DEGREE), and the aforementioned work, to the best of my knowledge, is the said student’s work
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research was done)*
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shall be placed officially in the Centre for Academic Information Services with the abide interest and
rights as follows:
This Project/Thesis is the sole legal property of Universiti Malaysia Sarawak (UNIMAS).
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No dispute or any claim shall arise from the student itself neither third party on this
Project/Thesis once it becomes sole property of UNIMAS.
This Project/Thesis or any material, data and information related to it shall not be
distributed, published or disclosed to any party by the student except with UNIMAS
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Notes: * If the Project/Thesis is CONFIDENTIAL or RESTRICTED, please attach together as
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[The instrument was duly prepared by The Centre for Academic Information Services]
The project entitled "PERFORMANCE APPRAISAL DECISIONS AND
CAREER MOBILITY AMONG RATERS IN PUBLIC SCHOOL: A CASE
STUDY" was prepared by GELATINA ANAK DOM @ RICKY TUJOH and
submitted to the Faculty of Cognitive Sciences and Human Development in partial
fulfillment of the requirements for a Master of Science with Honours (HUMAN
RESOURCE DEVELOPMENT)
Received for examination by:
-----------------------------------
(Asc. Prof. Dr Rusli Bin Ahmad)
Date:
-----------------------------------
Gred
BORANG PENGESAHAN STATUS TESIS
JUDUL : _______________________________________________________________
_______________________________________________________________
SESI PENGAJIAN :___________
Saya _________________________________________________________________
(HURUF BESAR)
mengaku membenarkan tesis * ini disimpan di Pusat Khidmat Maklumat Akademik,
Universiti Malaysia Sarawak dengan syarat-syarat kegunaan seperti berikut:
1. Tesis adalah hakmilik Universiti Malaysia Sarawak.
2. Pusat Khidmat Maklumat Akademik, Universiti Malaysia Sarawak dibenarkan
membuat salinan untuk tujuan pengajian sahaja.
3. Pusat Khidmat Maklumat Akademik, Universiti Malaysia Sarawak dibenarkan
membuat pendigitan untuk membangunkan Pangkalan Data Kandungan Tempatan.
4. Pusat Khidmat Maklumat Akademik, Universiti Malaysia Sarawak dibenarkan
membuat salinan tesis ini sebagai bahan pertukaran antara institusi pengajian tinggi.
** sila tandakan ( )
SULIT
TERHAD
TIDAK TERHAD
___________________________ _________________________________
(TANDATANGAN PENULIS) (TANDATANGAN PENYELIA)
Alamat Tetap:
______________________________
______________________________
______________________________
Tarikh : _______________________ Tarikh: _____________________________
Catatan: * Tesis dimaksudkan sebagai tesis bagi Ijazah Doktor Falsafah, Sarjana dan Sarjana Muda
*Jika tesis ini SULIT atau TERHAD, sila lampirkan surat daripada pihak berkuasa/organisasi berkenaan dengan menyatakan
sekali sebab dan tempoh tesis ini perlu dikelaskan sebagai TERHAD.
(Mengandungi maklumat yang berdarjah keselamatan atau
kepentingan seperti termaktub di dalam AKTA RAHSIA RASMI
1972)
(Mengandungi maklumat Terhad yang telah ditentukan oleh
organisasi/badan di mana penyelidikan dijalankan)
Gred:
a
ACKNOWLEDGEMENT
I would like to give thousands of thank to those people who are being part in
accomplishing my Final Year Project. First of all, I would like to give thanks to God because
I am able to complete my Final Year Project on time and also I feel blessed because I have
been ensure on my health and safety in completing the Final Year Project.
Apart from it, I would like to show my deepest gratitude to my supervisor, Asc. Prof.
Dr Rusli Ahmad who has supervised me and also guided me in conducting and
accomplishing this topic. Besides, his encouragement and good attitude such as able to meet
his supervisee has helped me a lot towards completing this Final Year Project. Hereby, I also
want to give thanks to other lecturers and outside lecturers who give their commitment in
giving guidance in writing a quality thesis which has enable me with the knowledge and
confidence for carrying out this project.
Thirdly, I also want to give a big thank to my family members who always encourage
me with providing the financial and spiritual support for conducting this final year project.
Their wishes to see me to complish my final task will be shown by producing my own project
paper entitled “Performance Appraisal Decisions and Career Mobility among Teachers in
Public School: A Case Study”.
I also want to wish my appreaciation to the one of the private organization ( Kuching)
Sarawak especially the informant who has become my respondents during conducting of my
pilot test. His experiences as raters and also as the manager for the company for almost five
years has creating a big impact towards my pilot test. Apart from it, I also want to give a big
appreciation to one of the public school (SMK BATU KAWA) in Kuching, Sarawak for their
cooperation in completing my project. Their cooperation also enable me to collect so much
valuable information which enable me to gain the result for my study. Hopefully, this
research is beneficial for both school and also to the Jabatan Pendidikan Sarawak to
acknowldge and take into consideration in order to improve their performances and the role
of raters in making their own decisions during appraisal processes.
Last but not least, I would like to take this opportunity to give thanks to my friends
especially to my coursemate in MSc. HRD intake February 2013 who always guided and
showed me the direction of doing final year project. Their encouragement and motivation
also have increase my motivation and gain my stregth so I would not giving up when I
getting confuse while completing this project. Thank you so much for your full intention and
commitment in accomplishing this project. May we all be blessed by God.
b
ABSTRAK
KEPUTUSAN PENILAIAN PRESTASI DAN KARIER MOBILITI DALAM KALANGAN
GURU DI SEKOLAH AWAM: SATU KAJIAN KES.
Gelatina anak Dom@ Ricky Tujoh
Kajian ini bertujuan untuk meninjau keputusan penilaian prestasi dan karier mobiliti dalam
kalangan guru di sekolah awam. Terdapat empat objektif dan juga empat persoalan kajian
dalam kajian ini yang dibuat. Kajian ini merupakan satu kajian kualitatif di mana borang soal
selidik terbuka dan juga kaedah temu bual digunakan dalam pengumpulan data. Kajian ini telah
dijalankan di salah sebuah sekolah awam di Kuching, Sarawak serta satu set borang soalan
temu bual dan juga dua borang soal selidik terbuka telah berjaya dikumpulkan. Seterusnya, data
yang diperolehi telah dianalisis menggunakan ATLAS.ti iaitu data ini akan diatur dan
dikemaskinikan secara lebih teratur untuk memudahkan analisa data. Ciri-ciri demografi
responden telah diletakkan dalam satu jadual. Di samping itu, di dalam Bab 5,kajian ini juga
menyediakan beberapa cadangan dan sumbangan untuk diaplikasikan oleh Pengamal Sumber
Manusia atau organisasi supaya mereka menjadi lebih berjaya atau dalam membangunkan
bakat pekerja dan juga proses membuat keputusan dalam penilaian prestasi pekerja
terutamanya peranan pegawai penilai.
Kata Kunci: Keputusan penilaian prestasi, Karier mobility,Pegawai penilai
c
ABSTRACT
PERFORMANCE APPRAISAL DECISIONS AND CAREER MOBILITY AMONG
TEACHERS IN PUBLIC SCHOOL: A CASE STUDY
Gelatina anak Dom@ Ricky Tujoh
This study aims to explore the performance appraisal decisions among teachers that become the
raters in the public school with their career mobility which is conducted through case study.
There were four research objectives and as well as four research questions in order to develop
and create path to the questions to be asked to the informants. Here, this study was conducted
using qualitative method whereby mix-method were used. The methods are using open-ended
questions and also through interview process. The study was conducted at one of the public
school in Kuching where one set of interview questions were distributed one week before the
actual interview session and also two sets of open-ended questions was successfully gathered
two weeks after. The data were collected and analyzed by using using ATLAS.ti where this
software is not analyze by to create a proper ways to keep the data in the proper arrangement.
Demographic characteristics of the informants were put in the Tables. The findings show that
there is positive reactions or perceptions of the informants regarding the topic that being study.
Beside, this research also provide some recommendations and contributions in Chapter 5 where
the Human Resource Practitioners or organization can apply in the future to become more
succesfull or in order to develop their talents and decision making in performance appraisal
especially the role of raters.
Keyword: Performance appraisal decision, Career mobility, Raters
i
TABLE OF CONTENTS
Page
Acknowledgements a
Abstrak b
Abstract c
List of Contents i-iv
List of Tables v
List of Figures vi
Attachments
CONTENTS
Pages
CHAPTER 1
INTRODUCTION………………………………………………………………..
1.0 Introduction…………………………………………………………….
1.1 Background of the Study………………………………………………
1.2 Statement of the Problem………………………………………………
1.3 Research Objectives……………………………………………………
1.3.1 General objective…………………………………………….
1.3.2 Specific objectives…………………………………………..
1.4 Research Questions…………………………………………………….
1.5 Significant of Study…………………………………………………….
1.5.1Significance to Theories………………………………………
1.5.2 Significance to Research Methodology………………………
1.5.3 Significance to Practitioners………………………………….
1.6 Limitation of the Study…………………………………………………
1.7 Definition of Terms…………………………………………………….
1.7.1) Performance appraisal……………………………………….
1.7.2) Performance appraisal decision……………………………..
1.7.3) Career mobility……………………………………………...
1.8 Conclusion……………………………………………………………..
1
1
2
4
6
6
6
7
8
8
9
10
11
12
12
12
13
14
ii
CHAPTER 2
LITERATURE REVIEW
2.1 Introduction…………………………………………………………
2.2 Issues…………………………………………………………………
2.3 Theories and Model related to the study……………………………
2.3.1 Expectancy Theory…………………………………………
2.3.2 Vroom theory of valence-expectancy instrument…………
2.3.3 Model of Decision-making…………………………………
2.4 Findings from past studies……………………………………………
2.5 Summary………………………………………………………………
15
15
16
19
19
20
21
23
25
CHAPTER 3
RESEARCH METHODOLOGY
3.0 Introduction……………………………………………………………
3.1 Research Design……………………………………………………….
3.2 Research Location, Population and Sample………………………….
3.3 Instrument of the Study……………………………………………….
3.3.1 Semi structured interview……………………………………
3.3.2 Open-ended Interview questions……………………………
3.4 Reliability and Validity of Research Instrument………………………
3.4.1 Reliability and Validity………………………………………
3.4.2 Pilot Study……………………………………………………
3.4.3 Result of Pilot Study…………………………………………
3.4.3.1 Importance of performance appraisal decision
among raters………………………………………
3.4.3.2 Description of raters’ perceptions towards career
mobility opportunity which related to the
performance appraisal decision……………………
3.4.3.3 Challenges that raters encounters during
assessment processes with pertaining to the career
mobility aspect……………………………
3.4.3.4 Explanation from raters regarding the causes and
implications of effective performance appraisal
decision and career mobility……………………
3.5 Ethics of the Study…………………………………………………
3.6 Data Collection Procedure……………………………………………
3.7 Data Analysis Procedure……………………………………………
3.8 Conclusion……………………………………………………………
26
26
27
27
28
29
29
31
31
31
32
33
35
37
38
40
40
42
44
iii
CHAPTER 4
FINDINGS
4.0 Introduction……………………………………………………………
4.1 Profile of Informants…………………………………………………
4.2 Main Findings………………………………………………………
4.2.1Importance of performance appraisal decision among raters…
4.2.2 Description of raters’ perceptions towards career mobility
opportunity which related to the performance appraisal decision…
4.2.3 Challenges that raters encounters during assessment
processes with pertaining to the career mobility aspect……………
4.2.4 Explanation from raters regarding the cause and implications
of effective performance appraisal decision related to career
mobility….
4.3 Summary………………………………………………………………
45
45
46
47
47
55
60
64
67
CHAPTER FIVE
DISCUSSION, SUMMARY, RECOMMENDATIONS AND
CONCLUSION
5.0 Introduction……………………………………………………………
5.1 Discussion on research findings……………………………………
5.1.1 Importance of performance appraisal decision among raters..
5.1.2 Description of raters’ perceptions towards career mobility
opportunity which related to the performance appraisal decision..
5.1.3 Challenges that raters encounters during assessment
processes with pertaining to the career mobility
aspect……………………
5.1.4 Explanation from raters regarding the causes and impacts of
effective performance appraisal decision and career mobility……
5.2 Research summary……………………………………………………
5.3 Contributions of study……………………………………………….
5.3.1 To the body of knowledge………………………………..
5.3.2 To the practitioners…………………………………………
5.3.3 To methodological……………………………………………
5.3.3 To the policy…………………………………………………
5.4 Limitations of study……………………………………………………
5.4.1 Methodological limitations…………………………………
5.4.2 Topical limitations……………………………………………
68
68
69
69
72
74
75
78
80
80
80
81
82
82
82
83
iv
5.5 Recommendations……………………………………………………
5.5.1 For future researchers……………………………………
5.5.2 For top management………………………………………
5.6 Conclusion……………………………………………………………
83
83
84
85
REFERENCES………………………………………………………………… 86-89
v
LIST OF TABLES
Table 3.4.3
Informant’s Demographic Profile………………………………………………32
Table 4.1
Summary of Informant’s Demographic Profile…………………………………46
vi
LIST OF FIGURES
Figure 2.0: Simon’s Models of Decision Making………………………………22
Figure 3.0: Data Collection Procedure………………………………………….42
Figure 3.1: Data Analysis Procedures…………………………………………..44
Figure 4.2.1.2. Raters’ perception about the importance of performance appraisal
activity at the department……………………………………………….49
Figure 4.2.1.3 The importance of performance appraisal activity in short term and
long term goals……………………………………...…………...……...50
Figure 4.2.1.4 Benefits of performance appraisal activities…………….…..52
Figure 4.2.1.5 Raters’ view toward effectiveness of performance appraisal
decision in measuring employee’s performance…………………..…..54
Figure 4.2.2.1 Definition of career mobility…………………………………..56
Figure 4.2.2.2 How performance appraisal works……………………….……57
Figure 4.2.2.4 Rater’s view on the importance of career mobility……………59
Figure 4.2.3.1 Major challenges in performance appraisal activity………..…..60
Figure 4.2.3.2 Ways to encounter the challenges in performance appraisal
activity……………………………………………………………………62
Figure 4.2.4.1 Causes of effective performance appraisal decisions at the
workplace……......................................................................................64
Figure 4.2.4.2 Implications of effective performance appraisal decisions at the
workplace………………………………………………………………...65
Figure 5.1.1 Importance of performance appraisal decision among raters……..69
Figure 5.1.1.1 The importance of performance appraisal activity in short term and
long term goals………………………………..……………………...…..70
Figure 5.1.2 Description of raters’ perceptions towards career mobility
opportunity which related to the performance appraisal
decision………………………………………………………….…72
Figure 5.1.3Major challenges in performance appraisal activity……………….74
Figure5.1.4.1Causes of effective performance appraisal decisions at the
workplace………………………………………………………………...75
Figure 5.1.4.2 Implications of effective performance appraisal decisions at the
workplace………………………………………………………………..77
1
CHAPTER 1
INTRODUCTION
1.0 Introduction
The research is focusing on the performance appraisal decision and career
mobility in public school. This chapter will introduce about the background of
employee’s performance appraisal decision making thus how this issue will
related with employees’ career mobility in an organization. Besides, this study
also will discuss about the issues that related to the employee’s performance
appraisals which happened in organization nowadays. The definition of terms of
this study will be discussed in detail. Last but not least, at the end of this chapter,
it will reveal the important of this study and discuss the limitations to conduct this
study. This chapter important because will gives a good overview about the
research undertaken.
2
1.1 Background of the Study
For decades, there are scholars studied on the teachers’ evaluation. Hull
(2013) thinks that the evaluation is little more than a bureaucratic exercise that
failed to recognize either excellence or mediocrity in teaching in the American
context. As such, we as the raters or even the human resource managers or
practitioners sees that if this happened, the evaluation represented a missed
opportunity for giving teachers valuable feedback that could help them improve
their practice and also affects their goals, which is their own career planning in
future.
In order to achieve nation’s mission in becoming the industrialised
countries by the year of 2020, most of the government agencies has given or
received a positive feedback toward this issue (taken from Government
Transformation Programme, 2010), thus gained support in order to make it
happen. It is not only having the support from the government agencies but also
from the private sectors in Malaysia, which we can see that there is a mutual
understanding on the importance of developing our country in competitive way.
Therefore, knowing the importance of this issue, the Ministry of Education of
Malaysia have redrawn their strategy and policy so that it will meet those
expectations in especially to meet the demand for graduates of high calibre and
professionalism which is vital for the growth of modern economy for the future.
To do so, it must be manage well especially in part of performance management
or in the decision of giving appraisal of any members of the organizations
especially for the teachers.
Performance appraisal could be defined as a formal management system
which contains the descriptions and as well as the assessment of important criteria
and different dimensions in evaluates the employees’ performance quality in any
of organization (Grote, 2002). Different organizations will have different types of
forms of evaluation which respectively to evaluate their employees performances
3
throughout the year and usually prepared by the employees immediate supervisor
(Grote, 2002).
Performance appraisal is one of the most important process or tools
nowadays with full of sophisticated hence well-managed organization (taken from
Government Transformation Programme, 2010). As we are aware in any of
organization, performance appraisal is the most powerful tools in order to achieve
the organizational objectives and as well as the individual or the workers for that
organization. Proper appraisal process and the results that the appraisers will give
could enhance motivation of work of an employee thus drives them to pursue for
their own career. Proper appraisal process such as appropriate instruments to
measure the employees’ performance based on their capability and ability to
perform for the job is vital.
However, as being practices by most of the organization, or even in the
public organization, this process only evaluate their performance as once a year or
one of the important annual event, which is mandatory process to do by the
personnel department (Grote, 2002), whereby the usage of the system is not being
implemented well. Therefore, it is important for the person who directly involve
in this process are well-appraised so that it could enhance both individuals and
organizations motivation and must be an ongoing process so that better and non
bias evaluation could be made by raters.
As in line with the organization vision and mission, we also know that the
main asset who walks the talks is the employees or in this study, the teachers. This
is because they have all the knowledge, skills, attitudes and other competencies
which could create and enhance their talents or even capabilities with the proper
decision making by their immediate supervisors or we can call this person as the
evaluator of performance. Better performance appraisal decision would increase
one’s expertise which could be developing after the appraisal decision being
known by the raters. Again, performance appraisal is a part of guiding and managing
career development. It can also be termed as an analysis of an employee’s recent
4
successes and failures, personal strengths and weaknesses and suitability for
promotion or further training.
Therefore, to increase speed in developing our economic, reformation of
public school is one of the gear tools that drives the economic and they also held a
big responsibility. Here, the public sectors especially public schools must increase
and improve their quality of working so that desired vision and missions will able
to achieve. This quality of working could be categorized as effective decision
making in performance appraisal (Grote, 2002). Therefore, in this study, the
researcher would like to understand about the raters thinking and develop their
decision making in performance appraisal in the public sector, and how does this
really have impacts on the economic development of Malaysia in term of quality
of appraisal process or decision making in appraisals which related with one’s
career mobility for teachers.
The accuracy of the rating made by raters will reflects on the employees’
actual job performance levels, which also known as “performance evaluation”. As
we aware that if the employment decisions based on inaccurate ratings were
invalid, it will become the obstacles for the organization to justify. Moreover, it
could affect one’s trust on the system which reflects inaccuracy of rating that will
lead to turnover problems and hinder their opportunity for advancement.
1.2 Statement of the Problem
The main focus of this study is to explore whether on how the raters
decision making in performance appraisals do affects one’s or the ratees career
mobility in the public school. As we come across on some previous studies, there
are too many factors that studied related to one’s performance appraisals affected
their job satisfaction, which lead to conflicting consequences (Ebrahim Moradi,
Dhaifallah Obaid Almutairi, Durrishah Idrus & Farshid Moghadam, 2011) and led
5
to turnover intention. These raises questions as to the quality of staffing, the status
of staff in Malaysian universities and, most importantly, the viability of the
Government’s long-run economic and social objectives whether there are some
factors which contribute to one’s career mobility that could increase their
motivation to stay longer in the public schools.
There are several experts scholars review and has studied on the
performance appraisal issues, and as well as the areas of career mobility.
However, less scholars has review on how the appraisal decision will leads or
affects one’s career mobility in the same organization or in the concept of
university as we call as “inter-faculty” which change one’s position in the
department. According to Coutts and Schneider (2003), they mentioned that
“performance appraisal should be an important for both organization’s succession
planning program and also one’s career self management.” Therefore, it is the
researcher’s intention to come across this study in order to give full overview of
current management practice on the raters’ decision making while assessing the
ratees thus give better quality of position in the department as in return.
Another problem arise toward this study is about the previous studies on
where these studies have been done. The area of studies most establish in Western
literature regarding the relationship of performance appraisals and job satisfaction
and other independent variables, but less study has focus on the impacts towards
the career mobility itself as the person achieve after the decisions or the feedbacks
in the Malaysian cultural context. As we getting become more competitive in
accomplishing our tasks and also our responsibilities in towards our job, we still
feeling curious on how this study were develop in the Malaysian context, either
there is a need for the staffs to stay at the certain position level or need increment
such as recognition and able to have career mobility especially those staff who
being transferred into Sarawak. In referring to this issue, the researcher also
wanted to know on how the raters perception and also decision making of the
overall performance appraisal that attract those staff to stay in the organization.
6
Therefore, in order to understand this problem, we need to clearly explore;
how does the decision making results in employees career mobility in the
workplace and what are the criteria in constructs of fairness (justice) of
performance appraisal process. This paper argue that by addressing raters decision
making and make use of the information from performance appraisals (Rusli
Ahmad, Azman Ismail and Zaimuariffudin Shukri Nordin, n.d) in a meaningful
way would benefit organizations in term of increasing employee morale,
employee satisfaction and productivity.
Besides, there is also different context of methodology used for this case
study. As we come across previous studies conducted by scholars, mostly the
studies used quantitative data analysis, whereby more than 100 employees in
various organizations and as well as various types of disciplines have been
discovered. Only a few studies conducted through qualitative analysis regarding
performance appraisal decisions and the career mobility. Therefore, as we come
across some literature or previous studies, less scholars review on the performance
appraisal towards staffs in the public school using qualitative method, as we have
known that the staffs’ career is more stable and secure rather than the private
schools. In addition, in this study, the researcher has focus on the several focus
groups which less conducted by previous study on how those focus group could
impacts on their career mobility.
1.3 Research Objectives
Research objectives basically are about what does researcher wanted to
achieve in the study. Research objectives should be set clearly so that researcher
know what is he or she really wanted to prove and achieve and as well as to be the
guideline and could save the time and efforts for them in accomplishing their
study. As usual, there are two main research objectives in conducting this study
that are general objective and specific objectives.
7
1.3.1 General objective
For this study, the general objective is to identify the performance
appraisal decision making which leads to career mobility of the teachers in
selected public school in Sarawak.
1.3.2 Specific objectives
To be more specifically, the objectives were divided into further details or
explanations which are:
RO1: To explore the importance of performance appraisal decisions
among the raters in public school.
RO2: To identify the perception of workers towards career mobility
opportunity related to performance appraisal decisions.
RO3: To identify challenges arise in performance appraisal decisions with
pertaining to the career mobility aspects of the raters.
RO4: To understand the causes and implications explanation of
effectiveness of performance appraisal decision related tocareer mobility
among the raters at public school.
1.4 Research Questions
A research question refers to a normal statement of the goal of a study
(Rusli Ahmad & HasbeeUsop, 2011). By indicated the research question that
clearly and the most important that is it must be understood, researcher will
attempt to prove what he or she believes for his or her research. Therefore, below
are some of the research questions that could be identify in this issue:
8
RQ1: What is the importance of performance appraisal decision among
the raters?
RQ2: What is the perception of raters towards career mobility opportunity
related to performance appraisal decision in the public school?
RQ3: What are the challenges that always being face during appraisal
decision making processes?
RQ4: What are the causes and implication towards the effectiveness of
appraisal decision making of raters in public school?
1.5 Significant of Study
1.5.1 Significance to Theories
From the theoretical aspect, this study will reveal few different outcomes
that are very important. It is important to identify as well as integrate the most
relevant concepts, theory and research to develop a new model of employees’
behaviour in the organization. This study might lead to greater understanding of
the theories which has done by past researchers. As we aware in new competitive
era of managing the people, some past theories more or less have emphasized on
this issue, but might not comes into full view as what researcher’s intention or
understanding.
Therefore, the finding from this study could enrich the current existing
theories, which more or less accepted in the Malaysian context, thus related to the
employee’s performance appraisal decision making since that the existing theories
not really highlighted the effects between on how those decisions will contribute
to one’s career mobility in an organization, since most of the study and theories
are related with employees’ job motivation and other factors especially in the area
of public university’s staffs.
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