Dimensi Maklum balas Prestasi dan Keberkesanannya Dalam Kalangan Pegawai Penilai dan Pegawai Yang Dinilai Skim Perkhidmatan Pendidikan: Komunikasi Berkesan Sebagai Penyederhana
Loading...
Date
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
UNIVERSITI MALAYSIA SARAWAK
Abstract
Description
This study examines the relationship between the dimensions of performance feedback (source credibility, feedback quality, feedback delivery, favourable feedback, non-favourable feedback, source availability and promote feedback seeking) with the effectiveness of the practice of providing performance feedback. In addition, this study also investigates the role of effective communication as a moderator. This study was conducted because there are gaps that have been identified in terms of theoretical, empirical and practical. The respondents in this study consisted of evaluators and evaluated officers who served in the education service scheme in secondary schools in Sarawak. A multi-method methodological survey study was employed in this study, with an online questionnaire technique through Google Forms application and a semi-structured face-to-face interview were used to collect survey data. The sampling techniques used are cluster sampling techniques and purposive sampling. Closed-response question data obtained from 388 evaluators and 2519 evaluated officers were analysed using SmartPLS version 3.0 software while interview data from six evaluators and six evaluated officers were analysed using content analysis techniques. The findings show that there are similarities in the perceptions of evaluators and evaluated officers on the dimensions of performance feedback, the effectiveness of the practice of providing performance feedback and effective communication. The findings further indicate that there is a positive and significant relationship for the seven dimensions of performance feedback with the effectiveness of the practice of providing performance feedback according to evaluators. For evaluated officers, the findings found that there is a positive and significant relationship for the six vi dimensions of performance feedback except for the dimension of promote feedback seeking with the effectiveness of the practice of providing performance feedback. The findings also demonstrate that there is a positive and significant relationship that effective communication moderates the relationship for the seven dimensions of performance feedback with the effectiveness of the practice of providing performance feedback according to evaluators. For evaluated officers, the findings indicate that there is a positive and significant relationship that effective communication moderates the relationship between the five dimensions of performance feedback except for feedback quality and non-favourable feedback with the effectiveness of the practice of providing performance feedback. Furthermore, the findings also found that issues related to the practice of providing performance feedback can be seen based on nine categories of issues. Theoretically, this study has contributed to the development of the knowledge framework of the literature review of the variables studied. From an empirical aspect, the study has provided important evidence that proves the importance of the practice of providing performance feedback as well as the role of effective communication as a moderator especially in the education sector. From a practical aspect, the findings of the study are believed to provide useful input to various parties to formulate and improve policies related to human resource management.