1- Department of Public Administration, Organizational Behavior Specialization, Qazvin Unit, Islamic Azad University, Qazvin, Iran.
2- Department of Public Administration, Shahid Sattari University of Aeronautical Science and Technology, Tehran, Iran. ,Samadbarani@ssau.ac.ir
3- Department of Public Administration, Shahid Sattari University of Aeronautical Science and Technology, Tehran, Iran.
4- Department of Public Administration, Qazvin Unit, Islamic Azad University, Qazvin, Iran.
2- Department of Public Administration, Shahid Sattari University of Aeronautical Science and Technology, Tehran, Iran. ,
3- Department of Public Administration, Shahid Sattari University of Aeronautical Science and Technology, Tehran, Iran.
4- Department of Public Administration, Qazvin Unit, Islamic Azad University, Qazvin, Iran.
Abstract: (547 Views)
Purpose: This research aimed to apply expectancy theory in the employee performance appraisal system to improve the appraisal system and achieve operational solutions to motivate employees.
Methodology: The researchers conducted a cognitive-social theoretical framework with an evidence-based organizational behavior approach and a mixed method. In the qualitative part, the reflective theme analysis method and reliable scientific sources were used. In the quantitative part, the fuzzy Delphi method and questionnaires were used for validation, and the statistical population consisted of 31 experts.
Findings: By analyzing 62 document titles, 44 sub-themes, seven main themes including operational strategies and one overarching theme titled "Employee Motivation Management" were extracted from a total of 573 coded segments. With the approval of 41 themes out of a total of 44 sub-themes in the second round of the fuzzy Delphi, the experts approved the themes of the research.
Originality: This research provides practical solutions to some limitations of expectancy theory, such as its complexity and difficulty in application. Applying expectancy theory in the form of extracted themes, while creating motivation, has provided the basis for the effectiveness of the performance appraisal system. Creating functional differentiation and perception of justice are other benefits of the research.
Methodology: The researchers conducted a cognitive-social theoretical framework with an evidence-based organizational behavior approach and a mixed method. In the qualitative part, the reflective theme analysis method and reliable scientific sources were used. In the quantitative part, the fuzzy Delphi method and questionnaires were used for validation, and the statistical population consisted of 31 experts.
Findings: By analyzing 62 document titles, 44 sub-themes, seven main themes including operational strategies and one overarching theme titled "Employee Motivation Management" were extracted from a total of 573 coded segments. With the approval of 41 themes out of a total of 44 sub-themes in the second round of the fuzzy Delphi, the experts approved the themes of the research.
Originality: This research provides practical solutions to some limitations of expectancy theory, such as its complexity and difficulty in application. Applying expectancy theory in the form of extracted themes, while creating motivation, has provided the basis for the effectiveness of the performance appraisal system. Creating functional differentiation and perception of justice are other benefits of the research.
Keywords: Employee Performance Appraisal, Expectancy Theory, Motivation, Social-Cognitive Approach, Evidence-Based Organizational Behavior.
Type of Study: Research |
Subject:
Public Administration Approches
Received: May 13 2025 | Accepted: Jul 29 2025
Received: May 13 2025 | Accepted: Jul 29 2025
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