Impact of supervisor's AMO on Employee's Satisfaction with PMSS: Mediating ‎Role of Employee's Perception of PMSS

Performance management systems (PMS) are utilized to enhance employees output with a definitive objective to increase organizational performance. Organizations rely on supervisors to execute PMS; to take part into a constant procedure of objective setting, criticism, and training and performance assessment with their subordinates. While taking the inferences from Ability, Motivation and Opportunity (AMO) theory, current research anticipates that the execution of PMS is the output of three variables named ability, motivation and role conflict. According to this theory supervisors should have ability to exercises those activities which are included in PMS. To test this assumption empirically the data was collected from 78 section heads and 408 representatives working in model schools in Sindh Pakistan. Hierarchical liner modeling was used to test the theoretical mode. And results found that supervisor’s AMO to execute PMS is positively associated with subordinate’s satisfaction with the system. This relationship is being mediated by subordinate’s perception about the PMS’s strength.