Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Multi-disciplinary Studies | en_US |
| dc.creator | Chiu, Kang-wo | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/5020 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | To evaluate the effectiveness of the Performance Appraisal System for Customs Officer grade in the Hong Kong Customs & Excise Department : an emphasison the employees' perceived fairness and motivation | en_US |
| dcterms.abstract | The principal objective of this dissertation is to evaluate the effectiveness of the performance appraisal system for Customs Officers in Hong Kong Customs & Excise Department in term of its impact on the following five attributes : (1) task-goal attributes, (2) beliefs about promotion and performance, (3) aspects of effort-performance/performance-reward, (4) individual perceived fairness and (5) employee motivation. In order to collect relevant data for the research, a questionnaire survey was conducted on the Customs Officer Grade. A total of 402 questionnaires were returned, representing a 40 percent response from a randomly selected sample of Chief Customs Officers, Senior Customs Officers and Customs Officers. In addition, personal interviews were also conducted with senior management staff from the three branches of the organisation. They are Investigation Branch, Headquarters Branch and Operations Branch. In addition, Inspectorate officers and staff of the personnel section were also interviewed in order to collect their views on the appraisal system. A total of three Superintendents, three Senior Inspectors and one civilian staff were selected for these personal interviews. On the whole, the outcome of the research reveals that the present system is an effective one and is generally accepted by staff. It is seen as a fair system with a strong motivating effect on staff. Basically, most of the factors were proved to be accepted by employees. However, there was still some room for improvement in the system, particularly on participation in goal-setting. In addition, employees' perceived fairness was found to have a strong linkage with the motivating effect of performance appraisal and task-goal attributes, beliefs about promotion, performance and rewards, and various demographic factors were found to be correlated with perceived fairness and the motivating effect of appraisal. These findings are broadly in line with the literature on performance appraisal. | en_US |
| dcterms.extent | vii, 86, [30] leaves : ill. ; 30 cm | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 1996 | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.educationalLevel | M.Sc. | en_US |
| dcterms.LCSH | Hong Kong. Customs and Excise Dept. -- Officials and employees -- Rating of | en_US |
| dcterms.LCSH | Employees -- Rating of -- China -- Hong Kong | en_US |
| dcterms.LCSH | Hong Kong (China) -- Officials and employees -- Rating of | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b12369822.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 3.52 MB | Adobe PDF | View/Open |
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