Employees' Perceptions of Performance Appraisal and Work Outcomes: Evidence from Selected Banks in Chattogram, Bangladesh

Abstract

This exploratory study examined associations between employees' perceptions of performance appraisal and three work outcomes: self-reported work performance, affective organisational commitment, and turnover intention. A cross-sectional questionnaire survey was completed by 30 employees from Bangladesh Krishi Bank, ONE Bank Ltd, BRAC Bank Ltd, and City Bank Ltd in Chattogram, Bangladesh. The instrument used a five-point Likert-type response format and included 12 appraisal-perception items, three work-performance items, three affective-commitment items, and three turnover-intention items. The mean appraisal-perception score was 3.033, indicating that responses were close to the neutral midpoint of the scale. Mean self-reported work performance was 3.778 and mean affective organisational commitment was 2.900. After reverse-scoring the positively worded future-prospects item, mean turnover intention was 3.278. Pearson correlations showed a strong positive association between appraisal perception and work performance (r = .813, 95% CI [.640, .907], p < .001) and a moderate positive association with affective organisational commitment (r = .500, 95% CI [.170, .729], p = .005). The association with turnover intention was weak, negative, and not statistically significant (r = -.163, 95% CI [-.494, .209], p = .389). The findings therefore support an association between more favourable appraisal perceptions and higher self-reported performance and affective commitment in this small sample, but they do not establish a reliable association with turnover intention. Given the convenience sampling, small sample size, and cross-sectional self-report design, the results should be interpreted as exploratory rather than causal or representative of the wider banking sector.