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Original Article

Relationship between Perception for Appraisal of Perioperative Nurses and Performance and Organizational Commitment

Kyoung Hee Kang1, Sung Ae Park2
Journal of Korean Academy of Nursing Administration 2011;17(2):189-197.
Published online: June 30, 2011

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Correspondence: Kang, Kyoung Hee. Department of Surgery, Seoul National University Hospital, 28 Yeongun-dong, Choro-gu, Seoul 110-744, Korea. Tel: 82-2-870-3018, meredis@hanmail.net
• Received: March 15, 2011   • Revised: March 28, 2011   • Accepted: March 28, 2011

Copyright © 2011 Korean Academy of Nursing Administration

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  • Purpose
    This study was an analysis of the relationship between perception for appraisal of staff nurses in operating rooms and performance and organizational commitment.
  • Method
    The survey was conducted with 176 staff nurses in operating rooms in 2 hospitals in Seoul. Data were analyzed using frequency, one-way ANOVA, Pearson correlation analysis, and stepwise multiple regression.
  • Result
    1. Perception for appraisal including accuracy and justice was significantly related to organizational commitment (r=.496, P=.000). Perception for appraisal including accuracy and justice was slightly related to performance (r=.220, P=.003). 2. In order to determine the percentage of the variance of performance and organizational commitment that could be predicted by perception for appraisal, perception for appraisal was entered in the regression equation. Accuracy accounted for 25% of the variance in the organizational commitment. To determine the percentage of the variance of performance that could be predicted by perception for appraisal and organizational commitment, the perception for appraisal and organizational commitment were entered in the regression equation. Organizational commitment accounted for 21% of the variance in the performance. Consequently accuracy predicted organizational commitment. Organizational commitment predicted performance.
  • Conclusions
    Findings indicate the need to increase accuracy of performance appraisal to promote organizational commitment and performance in perioperative nurses.
  • Key Words: Accuracy; Justice; Organizational commitment; Performance
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Table 1
Personal characteristics of the participants (N=176)
jkana-17-189-i001.jpg
Table 2
Differences of perception for appraisal and performance and organizational commitment according to the personal characteristics (N=176)
jkana-17-189-i002.jpg

*<.05, **<.001

Table 3
Correlation among the subfactors of perception for appraisal and performance and organizational commitment (N=176)
jkana-17-189-i003.jpg

*<.05, **<.01

Table 4
Factors influencing performance and organizational commitment (N=176)
jkana-17-189-i004.jpg

Figure & Data

References

    Citations

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    J Korean Acad Nurs Adm. 2011;17(2):189-197.   Published online June 30, 2011
    DOI: https://doi.org/10.11111/jkana.2011.17.2.189
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    DOI: https://doi.org/10.11111/jkana.2011.17.2.189
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    Relationship between Perception for Appraisal of Perioperative Nurses and Performance and Organizational Commitment
    Relationship between Perception for Appraisal of Perioperative Nurses and Performance and Organizational Commitment

    Personal characteristics of the participants (N=176)

    Differences of perception for appraisal and performance and organizational commitment according to the personal characteristics (N=176)

    *<.05, **<.001

    Correlation among the subfactors of perception for appraisal and performance and organizational commitment (N=176)

    *<.05, **<.01

    Factors influencing performance and organizational commitment (N=176)
    Table 1 Personal characteristics of the participants (N=176)

    Table 2 Differences of perception for appraisal and performance and organizational commitment according to the personal characteristics (N=176)

    *<.05, **<.001

    Table 3 Correlation among the subfactors of perception for appraisal and performance and organizational commitment (N=176)

    *<.05, **<.01

    Table 4 Factors influencing performance and organizational commitment (N=176)

    Table 1

    Table 2

    Table 3

    Table 4

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