Title:
THE INFLUENCE OF SUPERVISORS` OBJECTIVE SETTING AND COMMITMENT ON THE IMPLEMENTATION OF OPEN PERFORMANCE APPRAISAL: THE MEDIATING EFFECT OF EMPLOYEES' REWARDS

Authors:
Lilian Sanga, Miraji Kitigwa and Chacha Matoka, Tanzania

Abstract:
This research examines the effects of supervisors' goal-setting and dedication on the deployment of Open Performance Appraisal (OPA) systems within Tanzanian public health institutions, with employee rewards regarded as a mediating variable. Based on the Goal-Setting Theory and Expectancy Theory, the study used a quantitative research method based on a positivist philosophy and a deductive research approach. An explanatory research design was employed to gather data via a structured questionnaire from a stratified random sample of 342 respondents selected from six prominent public health institutions in Dar es Salaam and Dodoma, namely MSD, NHIF, GCLA, NIMR, TFNC, and TMDA. We used Structural Equation Modeling (SEM) to look at how the variables were related to each other. The results showed that setting goals and being committed by supervisors and proper management of rewards have big positive effects on the implementation of OPA. It was discovered that employee rewards mediated the relationship between supervisory practices and OPA implementation, suggesting that clarity of goals and supervisory involvement improve appraisal outcomes mainly through rewards mechanisms. The study finds that supervisors must be able to set clear, measurable goals, show consistent commitment, and make sure that performance outcomes are connected to meaningful rewards for OPA to work. It is suggested that public health institutions improve their training for supervisors in setting goals and managing performance reviews, create clear systems for giving and receiving rewards and feedback, and add mentorship programs to build trust and responsibility. These strategies can help create a culture focused on performance, boost motivation, and make the public health sector in Tanzania work better.