İşe yerleştirme, performans değerleme, ücretlendirme, eğitim ve motivasyon insan kaynakları yönetiminin temel unsurlarıdır. Bunlar arasında performans değerleme, diğer insan kaynakları sistemlerinin kurulmasında üstlendiği yardımcı rol nedeniyle, önem derecesinde en ön planda yer almaktadır. Ayrıca değerleme sayesinde çalışanların verimliliği belirlenir ve sürekli gelişim planlarıyla bireylerin desteklenmesi ve geliştirilmesi sağlanır. Sonuç olarak performans değerleme bir organizasyonun insan kaynaklarının verimliliğini arttırmada temel bir gerekliliktir. Çalışanların organizasyona karşı tutum ve tepkileri, uygulamalı psikoloji dalında en çok araştırılan konu başlıklarından biri olmuştur. Benzer olarak araştırmacı ve uygulamacılar tarafından yoğun bir şekilde araştırılan bir diğer konu da performans değerlemedir. Çalışanların performans değerleme süreci hakkındaki tutumları ve tepkileri, performans değerleme sisteminin faydası değerlendirilirken göz önünde bulundurulması gereken en önemli kriterlerden biridir. Bu çalışmada, konuyla ilgili yazın incelenmiş ve bu doğrultuda çalışanların performans değerleme sistemi memnuniyetlerini etkileyebilecek algı ve tutumlar belirlenmiştir. Teorik beklentiler doğrultusunda oluşturulan araştırma hipotezleri, kamunun sahipliğini yaptığı özel bir işletmede sınanmıştır. Veriler, güncel yazın incelenerek, özgün olarak hazırlanan bir soru formu aracılığıyla toplanmıştır. Soru formunda yer alan ifade grupları, önceki çalışmalarda geçerliliği ve güvenilirliği sınanmış ölçekler temel alınarak geliştirilmiştir. Toplanan veriler, yapılan betimleyici faktör analizlerinden sonra regresyon analizi yapılarak incelenmiştir. Elde edilen bulgular doğrultusunda, memnuniyetle ilişkili unsurlar açığa çıkarılmıştır. Araştırma sonuçları, daha önceden yapılmış çalışmalarla karşılaştırılarak oluşan farklılıklar yorumlanmıştır. Anahtar Kelimeler: Performans değerleme sistemi, algı ve tutum, etkinlik, memnuniyet.Employee selection, performance appraisal, compensation, training, and motivation are the major topics of the human resources management. Among these topics, performance appraisal is the most important one because of the supportive role in forming the other systems. Furthermore, an appraisal is helpful determining effectiveness of the employees, which concludes with the continuous improvement, and support plans of the individuals. Finally, a performance appraisal is a basic necessity to increase the effectiveness of the human resources of an organization. One of the most researched topics of the applied psychology branch is the attitudes and reactions of the employees towards the organization. Research about job satisfaction and the organizational commitment is the main axis of the issue. Another frequently researched topic is the "performance appraisal". The attitudes and the reactions of the employees about the process are one of the most important criteria while evaluating the usefulness of performance appraisal systems. In the last decade, there has been an increase in the number of studies, which have investigated the characteristics of performance appraisal systems. These studies have used questionnaires to assess individuals' reactions to various aspects of the appraisal system. In this research, literature regarding the opinions of employees' has been reviewed, and the perceptions and attitudes that might affect employees' satisfaction level of performance appraisal have been determined. Research hypothesis that was formed on the basis of the theoretical expectations have been tested in a private sector organization which is owned by government. All the data were collected with a questionnaire which was prepared genuinely after reviewing the contemporary literature. The expression patterns of the questionnaire were based on the previous studies in which their validity and the reliability were already approved. The collected data were examined with the regression analysis technique after the descriptive factor analysis. Based on the findings of the analysis, the relationships which forms the satisfaction construct were revealed. As a result of the research, it is observed that, a two-sided interaction exists between the satisfaction and effectiveness variables. This observation points out that an inefficient fraction of the integrated system may cause unsatisfactory feelings among the employees. Due to the obtained results, the satisfaction level of the appraisal is having parallel motives with the major aims of the projected targets of the system, which is the main effectiveness indicator of the entire system. "Justice Perception" is one of the major elements which is influential on the entire perception of the satisfaction issue. On the previous researches, it has been declared that the satisfaction level about the appraisal is directly related with the "Justice Perception" of the employers. The findings of the research, verifies the relation between the two dimensins of justice which are, procedural and distributional justice and the satisfaction figures. This result shows that any lack of justice in the appraisal systems is likely to decrease the satisfaction levels of the employees. In the previous studies, it has been indicated that the knowledge of the appraisees about the appraisal system is related with their satisfaction levels. In the realized research findings, it was seen that this relation was related with the "Personal System Knowledge" perception of the appraisee which is a sub-factor of "Perceived System Knowledge". Personal knowledge perception is a variable figure, which shows the knowledge of the related individual, regarding the concept of the appraisal system. A different sub-factor of this structure is the "General Knowledge Perception Variable" which shows the knowledge level of the appraisees about the appraisal system. This result also proves the importance of the correct "Appraisal Definition" which needs to be explained to the appraisees. The more the appraisees learn about the appraisal system, the higher appraisal satisfaction levels are reached by the appraisees. There are several limitations of the present study which should be noted. Since this study focused on a single appraisal system in one organization, generalizations regarding the results are somewhat limited. Additional research is needed which replicates the present findings using other appraisal systems in other organizations. This would provide additional evidence for understanding the characteristics of effective appraisal systems, which are acceptable to both managers and employees. Keywords: Performance appraisal systems, perceptions and attitudes, effectiveness, satisfaction
