The relationship between rewarding practices within the scope of performance appraisal systems and employee motivation in corporate companies

This study aims to examine the relationship between rewarding practices and employee motivation within the scope of performance appraisal systems in corporate companies. The research, which adopts a quantitative approach, was conducted with 508 participants. A questionnaire survey was conducted; Motivation Feedback Scale, Motivation Appraisal Scale and Reward Scale were used. As a result of the research, no statistically significant difference was found in the variables of marital status and total working time. Demographic factors such as gender, age, education level, sector, position and length of service in the current organization were found to be determinant in the relationship between rewarding practices and motivation. Significant differences were found between age groups in the physical needs dimension. Master's degree graduates were found to have higher levels of self-actualization needs. Factors such as sector, position and working time modulated the effect of reward practices on motivation. Especially the differences in reward-job satisfaction and expected reward-motivation dimensions were associated with these factors. The study revealed that reward practices increase employee motivation and there are significant positive relationships between these practices; however, the effect of reward practices is shaped by demographic factors.