Factors Related to Civil Servants’ Perception of Performance Evaluation at Nong Bua Rawe Hospital

Abstract

            The objective of this research was to study factors associated with the perception of performance appraisal among civil servants at Nong Bua Rawe Hospital, Chaiyaphum Province. It was an analytical cross-sectional study. Data were collected from 84 civil servants (64 responded; response rate 76.2). Data were analyzed using descriptive statistics and multiple linear regression analysis.

            The study found that the majority of the sample were female (79.7%), with an average age of 42.7 years, held a bachelor's degree (76.6%), and were in the academic position type (82.8%). Knowledge regarding performance appraisal was at a moderate level (Mean = 0.56), with the lowest knowledge in the area of work achievement appraisal (Mean = 0.39). The perception of performance appraisal was at a moderate level (Mean = 3.38; Total = 5.00), which was 11.6% higher than the actual knowledge. Multiple regression analysis found that the model could explain 64.4% of the variance in perception (p < 0.001). Only two factors were statistically significantly associated with perception: knowledge regarding performance appraisal (β=1.71, 95% CI: 1.03, 2.38), which was the factor with the highest influence, and experience as a supervisor (β=0.41, 95% CI: 0.02, 0.80).

            Knowledge and experience as a supervisor are key factors determining the perception of performance appraisal. The development of performance appraisal systems in community hospitals should focus on developing training programs emphasizing work achievement appraisal, creating opportunities for personnel to gain experience in a temporary supervisor role, and developing a system for accessing knowledge suitable for personnel working rotating shifts.