HEALTHCARE EMPLOYEES' PERCEPTION OF PERFORMANCE EVALUATION PRACTICES: A CASE STUDY OF BAKO PRIMARY HOSPITAL

MAJOR ADVISOR: GADA J. (PhD Candidate) The aim of the study is to assess the healthcare employee perceptions toward performance evaluation practices in Bako Primary Hospital, West Showa, Oromia, Ethiopia. To undertake these general objective three specific objectives were designed and assessed by quantitative&amp; qualitative data. To set background information on the proposed questions the theoretical, conceptual and empirical related literatures were reviewed and most of the literatures finding implies that perception of employees on performance evaluation practice had a significant influence employees’ perception toward performance evaluation. For the survey, the required data is obtained through structured questionnaires adopted from different sources and interview. To check the reliability and validity of the adopted instruments the Cronabach’s alpha test and the construct and content validity test was carried out. From the total population of 218 employees, the target sample (141) respondents were selected through stratified and simple random sampling technique. All questionnaires distributed to respondents were returned and analyzed using statistical package for social science (SPSS version 27). In the analysis descriptive statistics, correlation and multiple regression analysis and ANOVA test was performed. The descriptive finding of the study shows that employees had low level of perception towards the existing performance appraisal practice. They have high level of work performance, low level of affective organizational commitment and moderate level of turn over intention. The correlation analysis result indicates employees’ perception of performance appraisal practice had positive and significant relationship with work performance and affective organizational commitment; negative and significant relationship with employees’ turnover intention. And regression analysis indicates employees’ perception of performance appraisal practice had positively and significantly influence work performance and affective organizational commitment whereas, negatively and significantly influence employees’ turnover intention. Finally, on the basis of the findings, possible conclusions and recommendations are given which can solve problems which were discovered in this study.<br> Keys words: healthcare, perception, performance, appraisal, turnover, effectiveness