Purpose: This article aims to investigate two notions related to employees' attitudes and perceptions of the performance evaluation process used in the public sector. More specifically, this paper examines the relationship between employee performance evaluation and employee job satisfaction, as well as whether the results of the evaluation encourage and motivate employees. In order to set out the aims of this article and define the research hypotheses, a bibliographic overview has been carried out in relation to the concepts of employee evaluation, job satisfaction and motivation in the context of the public sector.
Furthermore, research papers relevant to employee satisfaction arising from employee evaluations, as well as research papers on aspects of the evaluation related to determining levels of motivation, were considered. Methodology: For the implementation of the research, the Hellenic Civil Aviation Authority was chosen as a case study as it is considered a typical public sector entity, in the core of the State where a homogeneous employee appraisal system is applied. The methodology of the survey conducted is quantitative and, for the collection of primary data, one hundred (100) employees completed a structured questionnaire.
On the other hand, it should be emphasized that the satisfaction derives mainly from the high evaluation results that were accumulated by the majority of the participants in the survey. At the same time, the evaluation results were correlated as an external stimulus provided that they are associated with some kind of reward (external stimuli). Value of the survey: In the Greek public sector, the implementation of the employee evaluation system is considered a formal process, which has been phased out and not applied in 2014-2015.
However, according to the provisions of laws 4354/15 and 4369/16, the results of employee performance assessment are linked to salary scales and constitute an additional criterion in the selection of employees as senior managers in the public sector.
Κατανομή απαντήσεων βάσει Φύλου
Κατανομή απαντήσεων βάσει Ηλικίας
Απαντήσεις βάσει μορφωτικού επιπέδου
Απαντήσεις βάσει ετών υπηρεσίας στο Δημόσιο
Κατανομή απαντήσεων βάσει θέσης στην ιεραρχία
Κατανομή απαντήσεων βάσει του Κλάδου των συμμετεχόντων
Γνώση των κριτηρίων αξιολόγησης στο Δημόσιο
Ικανοποίηση από τα κριτήρια του συστήματος αξιολόγησης
Κατανομή απαντήσεων ως προς τη Σαφήνεια των κριτηρίων αξιολόγησης
Κατανομή απαντήσεων ως προς τη Δικαιοσύνη των κριτηρίων αξιολόγησης
Κατανομή απαντήσεων ως προς τη Γενικότητα των κριτηρίων αξιολόγησης
Κατανομή απαντήσεων ως προς την Πολυπλοκότητα των κριτηρίων
Κατανομή απαντήσεων ως προς την Αντικειμενικότητα των κριτηρίων
Συμπλήρωση ή μη των εκθέσεων αξιολόγησης
Απαντήσεις αναφορικά με την πεποίθηση αντικειμενικότητας του
Προσδοκία αύξησης της αντικειμενικοτητας του συστηματος αξιολογησης
Πιθανοί τρόποι αύξησης αντικειμενικότητας - Αξιολόγηση μετά από εξετάσεις
Πιθανοί τρόποι αύξησης αντικειμενικότητας - Θέσπιση στόχων και
Πιθανοί τρόποι αύξησης αντικειμενικότητας - Αξιολόγηση από τρίτους
Η αξιολόγηση ως κίνητρο για καλύτερη απόδοση
Τα αποτελέσματα της αξιολόγησης στους υπαλλήλους
Πεποίθηση ως προς την αναγκαιότητα σύνδεσης της αξιολόγησης με κίνητρα
Σύνδεση της αξιολόγησης με κίνητρα – Τα πιο σημαντικά κίνητρα
Μέσος όρος βαθμολογίας μέχρι σήμερα στην ΥΠΑ
Αντίληψη αντικειμενικής αξιολόγησης του υπαλλήλου στην ΥΠΑ
Ικανοποίηση από τη μέχρι τώρα βαθμολογία
Υποβολή ένστασης για τη βαθμολογία
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