Veritatis Gaudium: Multidisciplinary Journal of Postgraduate Studies

This study examined the relationship between the performance appraisal system and academic staff commitment in Veritas University, Abuja. It focused on three dimensions of commitment: job insight, job resilience, and job identity. A cross-sectional correlational survey design was used. The study population comprised 492 academic staff, from which a sample of 221 was calculated; 214 usable questionnaires were returned, representing a 97.57% response rate. Data were collected with a structured five-point Likert-scale instrument and analyzed using SPSS 20 and AMOS 24. The scales demonstrated satisfactory internal consistency, with Cronbach's alpha values ranging from .843 to .921. Confirmatory factor analysis produced mixed but broadly acceptable fit indices (χ² = 328.662, df = 147, χ²/df = 2.25, GFI = .841, CFI = .897, AGFI = .795, TLI = .880, RMR = .211, RMSEA = .076). Performance appraisal was positively related to job insight (r = .522, p < .001) and job identity (r = .811, p < .001), but its relationship with job resilience was weak and nonsignificant (r = .111, p = .413). Multivariate analysis showed a significant overall effect on the combined commitment outcomes, Pillai's Trace = .677, F(3, 210) = 146.992, p < .001. Performance appraisal predicted job insight (B = .487, p < .001; R² = .236) and job identity (B = .814, p < .001; R² = .658), but not job resilience (B = .109, p = .103; R² = .012). The findings indicate that a transparent, consistent, developmental, and fair appraisal process can strengthen academics' understanding of their roles and identification with their work, but resilience depends on broader personal and organizational resources. The study recommends timely feedback, clearer criteria, staff participation, appraiser training, and separate institutional interventions for resilience.

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