ABSTRACT

The research focused on the effect of worker's perception of performance appraisal on employees' productivity -with reference to Non-Academic Staff of 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 of non-academic staff of the university and ascertain the relationship between the performance appraisal system of the university and the performance of their non-academic staff The researcher made use of survey research design, primary and secondary sources of data was used. The study population consist of the entire Non-academic Staff of the university which was 2630. Using Yaro Yamane 's Formula the sample size was deduced lo be 346, while 305 questionnaire was well.filled and returned which for the basis of the data analysis. Descriptive statistics, Pearson Product Momeni Correlation and Logistic Regression Analysis was used to analyse the objectives and to test the hypotheses posited. The major findings revealed that non-academic staff of the university perceive the performance appraisal administration by the institution's management as; excellent, satisfactory, effective, and prejudiced. 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 of performance 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 is free from error. The need for performance appraisal result to be linked to compensation and reward in order to motivate and maintain the performance of the employees was also emphasized.