Thesis Open Access
TESFAYE MOLLA
<?xml version='1.0' encoding='utf-8'?> <rdf:RDF xmlns:rdf="http://www.w3.org/1999/02/22-rdf-syntax-ns#" xmlns:adms="http://www.w3.org/ns/adms#" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:dct="http://purl.org/dc/terms/" xmlns:dctype="http://purl.org/dc/dcmitype/" xmlns:dcat="http://www.w3.org/ns/dcat#" xmlns:duv="http://www.w3.org/ns/duv#" xmlns:foaf="http://xmlns.com/foaf/0.1/" xmlns:frapo="http://purl.org/cerif/frapo/" xmlns:geo="http://www.w3.org/2003/01/geo/wgs84_pos#" xmlns:gsp="http://www.opengis.net/ont/geosparql#" xmlns:locn="http://www.w3.org/ns/locn#" xmlns:org="http://www.w3.org/ns/org#" xmlns:owl="http://www.w3.org/2002/07/owl#" xmlns:prov="http://www.w3.org/ns/prov#" xmlns:rdfs="http://www.w3.org/2000/01/rdf-schema#" xmlns:schema="http://schema.org/" xmlns:skos="http://www.w3.org/2004/02/skos/core#" xmlns:vcard="http://www.w3.org/2006/vcard/ns#" xmlns:wdrs="http://www.w3.org/2007/05/powder-s#"> <rdf:Description rdf:about="https://doi.org/10.20372/nadre:5196"> <rdf:type rdf:resource="http://www.w3.org/ns/dcat#Dataset"/> <dct:type rdf:resource="http://purl.org/dc/dcmitype/Text"/> <dct:identifier rdf:datatype="http://www.w3.org/2001/XMLSchema#anyURI">https://doi.org/10.20372/nadre:5196</dct:identifier> <foaf:page rdf:resource="https://doi.org/10.20372/nadre:5196"/> <dct:creator> <rdf:Description> <rdf:type rdf:resource="http://xmlns.com/foaf/0.1/Agent"/> <foaf:name>TESFAYE MOLLA</foaf:name> </rdf:Description> </dct:creator> <dct:title>EFFECTS OF PERFORMANCE APPRAISAL ON EMPLOYEE MOTIVATION IN THE CASE OF MAJOR GENERAL HAYELOM AREYA MILITARY ACADEMY (HOLETA)</dct:title> <dct:publisher> <foaf:Agent> <foaf:name>Zenodo</foaf:name> </foaf:Agent> </dct:publisher> <dct:issued rdf:datatype="http://www.w3.org/2001/XMLSchema#gYear">2017</dct:issued> <dct:issued rdf:datatype="http://www.w3.org/2001/XMLSchema#date">2017-05-01</dct:issued> <owl:sameAs rdf:resource="https://nadre.ethernet.edu.et/record/5196"/> <adms:identifier> <adms:Identifier> <skos:notation rdf:datatype="http://www.w3.org/2001/XMLSchema#anyURI">https://nadre.ethernet.edu.et/record/5196</skos:notation> <adms:schemeAgency>url</adms:schemeAgency> </adms:Identifier> </adms:identifier> <dct:isVersionOf rdf:resource="https://doi.org/10.20372/nadre:5195"/> <dct:isPartOf rdf:resource="https://nadre.ethernet.edu.et/communities/aau"/> <dct:isPartOf rdf:resource="https://nadre.ethernet.edu.et/communities/zenodo"/> <dct:description><p>The main purpose of this study was to evaluate the effect of<br> performance appraisal on employee motivation in the case of Major<br> General Hayelom Areya Military Academy. Causal research design<br> was used. As a result to analyze this relationship the researcher<br> mainly deployed mixed type of research design. 151 respondents were<br> selected representing a population of 243 using stratified random<br> sampling in each department. Self-Administer Drop off survey data<br> collection technique was used and Statistical Package for Social<br> Science (SPSS) software version 22.0 was employed to analyze and<br> present the data through the statistical tools, namely descriptive and<br> inferential analysis. Performance appraisal did not motivated<br> employees in the academy. Performance appraisal rating cannot be<br> considered as a technique that has a pos i t ive effect on work<br> performance and employee motivation. The performance appraisal<br> identifies performance problems to improve employee motivation and<br> job satisfaction. In general the research findings were Pas and PAM<br> had appositive relation with employees&rsquo; motivation. And PAM was<br> more affects motivation than PAS in the academy. Unfair evaluation system<br> and understanding of performance appraisal objectives were the<br> major factors that reduce morale for performance at the academy. To<br> encourage the commandants and other supervisors in developing fair<br> evaluation systems to help provide well perform results and<br> satisfaction for the staff of the military academy</p></dct:description> <dct:accessRights rdf:resource="http://publications.europa.eu/resource/authority/access-right/PUBLIC"/> <dct:accessRights> <dct:RightsStatement rdf:about="info:eu-repo/semantics/openAccess"> <rdfs:label>Open Access</rdfs:label> </dct:RightsStatement> </dct:accessRights> <dcat:distribution> <dcat:Distribution> <dct:rights> <dct:RightsStatement rdf:about="http://www.opendefinition.org/licenses/cc-by"> <rdfs:label>Creative Commons Attribution</rdfs:label> </dct:RightsStatement> </dct:rights> <dcat:accessURL rdf:resource="https://doi.org/10.20372/nadre:5196"/> </dcat:Distribution> </dcat:distribution> <dcat:distribution> <dcat:Distribution> <dcat:accessURL rdf:resource="https://doi.org/10.20372/nadre:5196"/> <dcat:byteSize>647925</dcat:byteSize> <dcat:downloadURL rdf:resource="https://nadre.ethernet.edu.et/record/5196/files/f1042664640.pdf"/> <dcat:mediaType>application/pdf</dcat:mediaType> </dcat:Distribution> </dcat:distribution> </rdf:Description> </rdf:RDF>
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