Employees' perceived fairness of and satisfaction with the Performance Assessment System in the Department of Public Works and Roads, Ngaka Modiri Molema District, North West Province

Abstract

This study seeks to understand how perceived fairness of the performance assessment process affects employees' satisfaction. The study was conducted in the Department of Public _ Works & Roads within the Ngaka Modiri Molema District in the North West Province. The perception of fairness on performance assessment was examined and evaluated based on the theory of organizational justice (OJ) which consists of procedural, distributive, interpersonal and interaction justice. The study also investigated employees' satisfaction based on the constructs that measure satisfaction namely; satisfaction with the employees' last performance assessment ratings, satisfaction toward supervisor in relation to the assessment process and satisfaction toward the performance assessment system. It was envisaged that the success of the exercise would be illustrated by the improvement in employees' capability and productivity. The quantitative research ·method and a non-probability convenience sampling design were used. A survey approach for data collection was used, and questionnaires were distributed to gather information from the employees ranked on salary levels 1-12 (i.e. administrative clerks, administrative officers, chief administrative clerks, works inspectors, cleaners and drivers). A twenty-item scale representing four factors of organizational justice and performance appraisal fairness and three scales measuring satisfaction were included. One hundred and nineteen completed surveys, constituting 60% were returned completed. The findings of the study revealed that overall, the employees were happy with completing performance assessment as it is mandatory by the Department, but generally, they do not perceive the performance assessment practice in the District office as fair. Similarly, their overall satisfaction with the performance assessment practice was below the average. Therefore, in order for the District office to be effective in reaching its goals, it is required that the department re-evaluate its performance assessment practice and work more on improving the system for the benefit of the organisation and its employees. Thus, in order to obtain favourable outcomes, the Department should provide a performance assessment platform where employees can create satisfaction with the performance assessment system.