Relationship between Performance Evaluation Methods and Job Satisfaction

This paper studies the relationship between performance evaluation methods and job satisfaction in various organizations of Karachi (Pakistan). The following performance evaluation methods were selected as predictors: BARs, rating scales, 360 degree, peer assessment and critical incidents; while job satisfaction was measured based on employees’ perception. A hypothesis was developed stating that there exists no significant variation between the levels of job satisfaction between employees subjected to different performance evaluation methods. A structured questionnaire was used to collect data in a survey involving employees working for different companies. ANOVA was used for analyzing the data. It was found that performance evaluation methods do not have a substantial impact on employees’ perceptions for determining the level of job satisfaction.