Correlation between Perceptions of Performance Appraisal Policies, and Job Satisfaction and Turnover Intention in the Staff of Guilan University of Medical Sciences, Iran

Turnover intention is influenced by several factors in the organization. The current study aimed at determining the correlation between perception of performance appraisal policies, and job satisfaction and turnover intention in the staff of Guilan University of Medical Sciences, Rasht, Iran.
The current descriptive-correlational study was conducted on the 693 personnel of Guilan University of Medical Sciences on the statistical population. Considering the total number of statistical population and according to the Morgan table 248, of which were selected by simple random sampling method. To collect data, the poon performance appraisal policies questionnaire and the turnover intention questionnaire developed by Longo and Mura, Jenkins and Thomlinson employee’s intention to turnover questionnaire and Minnesota job satisfaction questionnaire were used. Validity was assessed through content validity, convergent, and divergent validity. Data were analyzed with SPSS version 19 as well as SmartPLS 2 software.
There was a positive and significant correlation between performance appraisal policies and job satisfaction (β = 0.768), and negative relationship with turnover intention (β = -0.358); in addition, there was a negative and significant relationship between job satisfaction and intention to staff turnover (β = -0.436).
Employee’s perception of motivational policies of performance appraisal has a direct relationship with job satisfaction and inverse relationship with turnover intention. Also, more job satisfaction leads to a reduced employees turnover intention. Also, job satisfaction further leads to a decrease in the employee’s turnover intention. It is suggested that authorities pay more attention to the job promotion and job opportunities in order to increase job satisfaction in the personnel.