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Background <p>Performance appraisal (PA) plays a crucial role in human resource management by guiding professional development and informing decisions on promotions, compensation, and training. Employee satisfaction with the PA process is essential, as it affects motivation, engagement, and productivity. to effectively assess satisfaction with PA remain scarce.</p> Main body <p>The Satisfaction Questionnaire for Performance Appraisal Evaluation (SQPAE) was developed to assess three core dimensions of satisfaction with PA: (a) the procedures involved, (b) the perceived effectiveness of the process, and (c) the feedback received.</p> Objective <p>To develop and validate a reliable instrument for assessing employee satisfaction with PA and to identify its key contributing factors.</p> Methods <p>The research comprised four studies.Study 1 focused on item development and expert validation. Study 2 applied exploratory factor analysis (EFA) to identify the structure and psychometric properties of the instrument. Study 3 confirmed the structure through confirmatory factor analysis (CFA) in an independent sample. Study 4 examined how the SQPAE components and different appraisal sources influence employee satisfaction. Data were collected via surveys in private-sector organisations, and statistical analyses were conducted using SPSS and AMOS.</p> Results <p>The SQPAE demonstrated high reliability and validity. Feedback emerged as the strongest predictor of satisfaction with appraisal outcomes. Additionally, evaluations conducted by supervisors and peers were positively associated with satisfaction, while evaluations by subordinates showed a negative association.</p> Conclusion <p>The SQPAE is a valid and reliable tool for assessing employee satisfaction with PA and offers a robust alternative to existing instruments. It can support organisations in improving PA processes to enhance employee engagement and performance. Future studies should examine its applicability across different organisational settings, hierarchical levels, and sectors.</p>

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Development and validation of a Satisfaction Questionnaire for Performance Appraisal Evaluation (SQPAE): a measurement instrument

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2026年1月5日

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  • Rosa Isabel Rodrigues,
  • Ana Junça Silva,
  • Cláudia Lopes

摘要

Background

Performance appraisal (PA) plays a crucial role in human resource management by guiding professional development and informing decisions on promotions, compensation, and training. Employee satisfaction with the PA process is essential, as it affects motivation, engagement, and productivity. to effectively assess satisfaction with PA remain scarce.

Main body

The Satisfaction Questionnaire for Performance Appraisal Evaluation (SQPAE) was developed to assess three core dimensions of satisfaction with PA: (a) the procedures involved, (b) the perceived effectiveness of the process, and (c) the feedback received.

Objective

To develop and validate a reliable instrument for assessing employee satisfaction with PA and to identify its key contributing factors.

Methods

The research comprised four studies.Study 1 focused on item development and expert validation. Study 2 applied exploratory factor analysis (EFA) to identify the structure and psychometric properties of the instrument. Study 3 confirmed the structure through confirmatory factor analysis (CFA) in an independent sample. Study 4 examined how the SQPAE components and different appraisal sources influence employee satisfaction. Data were collected via surveys in private-sector organisations, and statistical analyses were conducted using SPSS and AMOS.

Results

The SQPAE demonstrated high reliability and validity. Feedback emerged as the strongest predictor of satisfaction with appraisal outcomes. Additionally, evaluations conducted by supervisors and peers were positively associated with satisfaction, while evaluations by subordinates showed a negative association.

Conclusion

The SQPAE is a valid and reliable tool for assessing employee satisfaction with PA and offers a robust alternative to existing instruments. It can support organisations in improving PA processes to enhance employee engagement and performance. Future studies should examine its applicability across different organisational settings, hierarchical levels, and sectors.