Impact of Performance Appraisal Practices on Employee Engagement in the Civil Service

Abstract Employee engagement is critical to an effective civil service because it greatly influences achievement, according to a survey conducted in the administrative domain. However, in the context of the public service, relatively little consideration is given to performance appraisal practices (PAPs) in connection to employee engagement. Analysing PAPs (i.e., training, job promotion, financial reward, and performance recognition) in connection to employee engagement is the main goal of this study. Thus, this study examines the possibility of these practices to serve as predicting factors that influence employee engagement. A sample size of 510 was drawn from the Nigerian civil service using a stratified sampling technique. PLS-SEM techniques were used for data analysis and hypotheses testing. The findings reveal that employee engagement is positively and significantly affected by job promotion, performance recognition, and financial reward. On the other hand, training has no positive or significant relationship with employee engagement. This outcome suggests that training requirements are not recognised through the process of performance appraisal practices. However, promotion prospects, financial rewards, and performance recognition serve as stimulators for employee engagement. Drawing from the concepts of the social exchange theory (SET), PAPs are crucial to effective employee engagement in the civil service.