The effects of Human Resources Management performance appraisal and satisfaction with pay on employee’s retention in Taibah University

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Saudi Digital Library

Abstract

The main purpose of this research study aims to investigate the effects of perceived human resources management performance appraisal and pay satisfaction practices on employees' turnover intentions at Taiba University, Saudi Arabia. This is important to better define the relationship between employee's retention at the university and how the performance appraisals tools and salary systems may affect it. Primary data were collected to answer the study questions and test hypotheses and address the analytical aspects of the study via the design of the study tool (Questionnaires) to collect quantitative data from the analysed units (Administrative staff). A total of 78 administrative employees had completed the questionnaires to assess the relationship between performance appraisal and pay satisfaction regulations with their intention to quit their current jobs. Additionally, the study utilised a quantitative analytical descriptive approach, which specifically aims to identify certain elements of the phenomenon accurately in order to collect the necessary data from the administrative employees associated with the phenomenon in question. The results have shown that the satisfaction of employees with the salary regulations was significant with a moderate relationship with intention to quit. Also, the respondents have been found to have a better understanding of the performance appraisal system, and they understand the standards of performance of their appraisers, which indicated an overall positive effect that moderates the relationship between perceived human resources management practices in appraisal systems and turnover intentions. The correlations between the two variables of the study with employee's intention to quit were negative with a moderate association, indicating that employees perceived high satisfaction levels of the performance appraisal and salary perspectives with low turnover intentions.

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