STRENGTH BASED PERFORMANCE APPRAISAL AND EMPLOYEE RELATED OUTCOMES

This study investigated the influence of strength-based performance appraisal on employee-related outcomes at Crescent University, Abeokuta, focusing specifically, on the influence of employee engagement, employee motivation, employee satisfaction and employee performance. A descriptive research design was employed targeting employees and with a population of 545, the study selected 231 determined by Taro Yamane’s formula (1967, using stratified sampling technique. Data were collected through a structured questionnaire and analysed using descriptive statistics and regression analysis with the statistical package for the social sciences (SPSS). The regression reviewed that strength-based performance appraisal has a significant positive influence on employee engagement. (β₁ = 0.821, t = 18.747, p < 0.001). Strength-based performance appraisal has a significant positive influence on employee motivation (β₁ = 0.841, t = 20.281, p < 0.001). Strength-based performance appraisal has a significant positive influence on employee satisfaction (β₁ = 0.827, t = 19.446, p < 0.001). Strength-based performance appraisal has a significant positive influence on employee performance (β₁ = 0.853, t = 21.147, p < 0.001). This study concluded that employee engagement employee motivation, employee satisfaction, and employee performance significantly enhance employee related outcomes. It is recommended that the University should formalize and institutionalize strength-based performance appraisal as a standard approach across all the department and units.