Exploring the impact of performance management systems and feedback quality on employee motivation: investigating the mediating role of self-efficacy

Abstract

Purpose: The goal of performance management is to guarantee that teams and individuals receive the tools necessary for growth, the acknowledgement they merit for motivation, and the accountability to understand expectations. Performance management makes sure that the organization's ideals are upheld in daily operations and that teams are in agreement over priorities.   Method: This study's mixed-method approach research design incorporates both quantitative and qualitative data. Because it allows for a thorough analysis of the effects of performance management systems on employee performance, a case study design is used.   Result and Conclusion: To sum up, this study provides insightful information about the complex opinions that workers at different organisational levels have about performance management systems. The results highlight the necessity of clear communication, focused training, and ongoing assessment in order to maximise the effect of PMS on worker productivity and organisational success.   Implication of Research: The findings showed that 36.7% of respondents denied having PMS, while 56.7% of respondents admitted to having it. Furthermore, 16.6% of respondents said they were unsure if PMS actually existed.   Originality/Value: Opinions on how satisfied people were with the current PMS differed. 46.7% of respondents said they were satisfied, 36.7% said they were not, and 16.6% said they were unsure about their level of satisfaction.