PERCEPTIONS OF FAIRNESS OF PERFORMANCE APPRAISAL AND ORGANIZATIONAL COMMITMENT AMONG EMPLOYEES OF GHANA HEALTH SERVICE IN CAPE COAST AND HO

ABSTRACT In 2003, Ghana Health Service (GHS) introduced an appraisal system with the aim of improving performance of its employees and also link both individual and organizational performances to achieving critical health targets. Using performance indicators, this thesis assessed the perception of selected health workers on performance appraisal in GHS and its implications for organizational commitment and achievement of the three health related Millennium Development Goals (MDGs). Data were collected from 519 employees of Ghana Health Service (GHS) at the Cape Coast and Ho in Ghana. It involved those who had participated in performance appraisal and whose job performance directly or indirectly relate to the appraisal of other people. The results indicated that when employees perceived their appraisal to be fair, it had positive consequences on perception of their commitment. Education and age could predict perception of fairness, while age and gross salary had the propensity to promote hard work and employee retention. Performance targets of some health workers were not linked to institutional goals on critical health targets including MDGs. Results revealed that appraisal was mainly for promotion to the neglect of personal and institutional development. The GHS may need to re-examine its appraisal system by involving peers, subordinates and supervisor as part of the evaluation process as well as ensuring that the performance targets of their employees are related to key organizational goals.