From: The effects of performance appraisal in the Norwegian municipal health services: a case study
Variable N = | All respondent 371 | Nurse 171 | Auxiliary Nurse 163 | Subordinate 310 | Superior 55 |
---|---|---|---|---|---|
H1 Goal setting in PA - Job motivation | -.65 (-0.84) | -.16 (-1.26) | -.07 (-0.47) | -.01 (0.12) | -.28 (-1.41) |
H2a Thorough feedback in PA - Job motivation | .16 (1.95)** | .04 (0.32) | .30 (2.11)** | .12 (1.34) | .26 (1.14) |
H2b Satisfied with feedback in PA - Job motivation | -.01 (-0.20) | .01 (0.11) | -.09 (-0.73) | .03 (0.37) | -.16 (-0.91) |
H3a Participate actively in PA - Job motivation | .04 (0.89) | .08 (1.05) | -.06 (-0.74) | .10 (1.81)* | -.25 (-2.02) |
H3b Independence in PA - Job motivation | .02 (0.43) | .01 (0.18) | .02 (0.29) | .03 (0.48) | .14 (-0.86) |
H4 Education/skills before PA - Job motivation | .11 (2.31)** | .08 (1.14) | .10 (1.23) | .11 (2.17)** | -.02 (-0.18) |
H5 PA training - Job motivation | .03 (0.72) | -.01 (-0.20) | .02 (0.21) | .03 (0.59) | -.04 (-0.30) |
Learning of PA -Job motivation | -.04 (-0.51) | .08 (0.76) | -.10 (-0.73) | -.10 (-1.20) | .13 (0.79) |
Self-assessment in PA - Job motivation | .21 (4.06)*** | .26 (3.56)*** | .16 (1.90)** | .18 (3.35)*** | .46 (2.90)*** |
R2 | .36 | .40 | .29 | .38 | .44 |
The adjusted R2 | .33 | .36 | .23 | .35 | .30 |
Test of normality (Sig) | .20 | .20 | .20 | .20 | .20 |