ABSTRACT

The research focused on the effect of worker's perception of performance appraisal on employees’ productivity -with reference to Non-Academic Staffof Michael Okpara University of Agriculture, Umudike, Beyond the broad objectives, the research sought to find out how non-academic staff of the university perceive the performance appraisal administration by the institution's management, find out the effect performance appraisal system have on the morale ofnon-academic staffofthe university and ascertain the relationship between the performance appraisal system ofthe university and the performance oftheir non-academic staffThe researcher made use ofsurvey research design, primary and secondary sources of data was used. The study population consist of the entire Non-academic Staffofthe university which was 2630. Using Yaro Yamane's Formula the sample size was deduced to be 346, while 305 questionnaire was well filled and returned whichfor the basis ofthe data analysis. Descriptive statistics, Pearson Product Moment Correlation and Logistic Regression Analysis was used to analyse the objectives and to test the hypotheses posited. The majorfindings revealed that non-academic staff of the university perceive the performance appraisal administration by the institution’s management as; excellent, satisfactory, effective, andprejudiced. At P>0.01 level of significance, performance appraisal system has a strong positive effect on the morale of non-academic staff of the university with correlation coefficient of (r - 0.927). Furthermore, Continuous Feedback (sig<().01; w = 19.778), Reward (sig<0.01; w = 3.502), Performance Target Setting (sig<0.01; w = 11.122), and Goals and Planning (sig<0.01; w = 6.220) are performance appraisal variables -which are positive and significantly related to the performance of non-academic staff of the university. The researcher concluded that making performance appraisal to be objective, employees oriented and free from error is imperative in maintaining motivated -workforce, and recommends that the administration ofperformance appraisal in the university can be more effective by having a valid and accurate appraisal system used for rating performances of employees ensuring that performance appraisal system isfree from error. The needfor performance appraisal result to be linked to compensation and reward in order to motivate and maintain theperformance of the employees was also emphasized.