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Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation

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The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal satisfaction and work performance, however, was both mediated and moderated by employees' intrinsic work motivation. The form of the moderation revealed a negative relationship for employees with low intrinsic motivation and a positive relationship for those with high intrinsic motivation. Implications for practice and directions for future research are discussed.
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Keywords: Performance appraisal; affective commitment; intrinsic motivation; turnover intention; work performance

Document Type: Research Article

Affiliations: Department of Leadership and Organization Management, Norwegian School of Management, Nydalsveien 37, 0442 Oslo, Norway, Tel: (+47) 4641 0731, Fax: (+47) 4641 0701

Publication date: 2006-03-01

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