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The fifth dimension discusses the satisfaction of employees. The findings of this dimension were as shown in table (21) below:

Table 21: One sample T-Test for employees' satisfaction dimension

The fifth dimension " employees' satisfaction"

No. Statement Mean T-

Value Sig.

1. I feel satisfied about the current appraisal report 4.18 -12.812 .000 2. I feel satisfied about the way may supervisor fills the

performance appraisal report. 4.44 -10.703 .000

3. I feel satisfied about the utilization of UNRWA

performance appraisal outputs. 3.82 -16.089 .000

4. UNRWA's current appraisal report is suitable. 4.11 -14.327 .000 5. I feel satisfied about the incentives provided by UNRWA

for outstanding performance. 3.23 -21.834 .000

6. The current appraisal report achieves the objective for

which it was designed. 3.34 -19.461 .000

7. UNRWA's appraisal system helps employees in fulfilling

their ambitions and needs. 3.26 -20.610 .000

8. The current appraisal report helps employees develop and

enhance their performance. 3.35 -19.049 .000

The entire dimension 3.71 -16.86 .000

1. Respondents are not satisfied about the current appraisal report as indicated by the sig. value which equals .000 < 0.05, the t-value which equals -12.812 and the mean which equals 4.18 < 6. The negative answer to this statement supports the previous answers which were obtained from respondents in the first dimension. Respondents disagreed with the twelve statements of the first dimension which were thoroughly selected to measure the fairness of the of the appraisal performance report.

2. When respondents were asked whether they are satisfied about the way their supervisors fill the report, they indicated that they are unsatisfied. We notice from table (21) that the sig. value was .000 < 0.05, the t-value was -10.703 and the mean was 4.44 < 6. These values summarize the results of the third dimension in which researchees were asked about some mistakes that may be committed by their direct

supervisors when they fill the performance appraisal report. Out of ten mistakes, respondents agreed that seven exist.

3. Table (21) for this statement reveals that respondents are unsatisfied about the way UNRWA uses the outputs of performance appraisal report. The sig. value as shown in the table above, equals .000 < 0.05, the t-value equals -16.098 and the mean equals 3.82 which is < 6. The answer to this statement comes in line with the previous answers that were obtained from respondents to the fourth dimension. We notice from aforementioned dimension results that respondents disagreed with all the statements which were designed to measure their satisfaction on UNRWA's utilization of performance appraisal outputs.

4. Respondents disagree with this statement which says that UNRWA's current appraisal report is suitable. The sig. value for this statement was .000 < 0.05, the t- value was -14.327 and the mean was 4.11 < 6. UNRWA's area staffs believe that the current performance report applied at the Agency needs to be changed for it is unsuitable.

5. Table (21) for this statement reveals that respondents are unsatisfied about the incentives provided to them in liaison of performance appraisal. The sig. value as shown in the table above, equals .000 < 0.05, the t-value equals -21.834 and the mean equals 3.23 which is < 6. The answer to this statement comes in line with the previous answers that were obtained from respondents to the second dimension. We notice from the respondents answers to second dimension that they negatively answered all the statements that were selected to measure their satisfaction on performance appraisal incentives.

6. Respondents disagree that UNRWA's appraisal report achieves the objective for which it was designed as indicated by the sig. value for this statement which equals .000 < 0.05, the t-value which is -15.521 and the mean which is 3.34 < 6.

7. Respondents disagree that the current system of performance appraisal helps employees fulfill their ambitions and needs. We notice from table (21) above that sig. value is .000 < 0.05 which means that the statement is statistically valid, the t- value was -19.411 and the mean which was 3.26 < 6.

8. Respondents disagree that the current system of performance appraisal helps employees develop and enhance their performance. We notice from table (21) above that sig. value was .000 < 0.05 which means that the statement is statistically valid, the t-value was -16.513 and the mean which was 3.35 < 6.

The results of the entire dimension reveal that employees are unsatisfied about the current performance appraisal system due to the bias or unfairness of the system, lack of incentives, mistakes that committed by raters and lack of use of the performance appraisal results for career planning and organizational development. The respondents also believe that he current report needs to be changes. These results are obtained from the low mean

value which is 3.71 < 6, the t-value which is -16.86 and the sig. which is .000. This reflects the need to amend or change the current appraisal report, and take whatever action deemed necessary to achieve the satisfaction of employees on performance appraisal. The satisfaction of employees on the current appraisal system will eventually lead to high motivated employees, increased productivity and transparent system.

Table 22: Factors affecting employees' satisfaction on performance appraisal

Factors affecting employees' satisfaction on performance appraisal

No. Questionnaire Dimensions Mean T-Value Sig.

1. Fairness of performance appraisal report 4.16 -13.37 .000 2. Incentives of performance appraisal 3.81 -13.07 .000 3. Mistakes of performance appraisal process 5.98 -.50 .617 4. Utilizing performance appraisal outputs 3.63 -19.25 .000

Total 4.40 -11.54 .000

Table (22) above shows the factors that affect the satisfaction of employees on performance appraisal. The table shows that the sig. for the entire factors is .000 < .05 which reflects that these dimensions are statistically valid. The negative t-value reveals that employees in general disagree with the statements of the four dimensions and the relative mean value 4.40 < 6 reveals that this percentage is far below the 6. This reflects the need to amend the current performance report, increase incentives, reduce mistakes and utilize the output of performance appraisal report favorably.