Do Performance Appraisal Process and Communication Between Managers and Subordinates Affect Job Satisfaction?

The aim of this study is to gain a better understanding of how employees in INGOs in Yemen perceive performance appraisals and their role in job satisfaction through exploring the impact of performance appraisal and its two constructs, performance appraisal process and communication between managers and subordinates, on employees' job satisfaction in INGOs in Yemen. A quantitative method was used, and relevant questionnaires were distributed to these employees. The findings of the study show that there is a positive and significant relationship between job satisfaction and performance appraisal and its above-stated constructs. They also reveal that performance appraisal process and communication between managers and subordinates have significant positive impacts on employees’ job satisfaction. Moreover, the high R2 of 82% is an indication of the high explanatory power of the test. The above findings are consistent with similar studies indicated in this research. This study suggests that decision-makers in Yemen's INGOs should improve the ways of communication between managers and subordinates for employees to express their concerns. Such improvements are critical since they may result in increasing the employees’ job satisfaction and consequently lead to a better humanitarian service delivered by the respective INGOs through accomplishing more and better work in less time and with fewer resources. The proposed framework is developed based on previous literature on performance appraisal emphasizing that no previous study used all the above constructs together to measure their impacts on job satisfaction of employees working in INGOs in Yemen