Objective and key results (OKRs) within an Omani performance appraisal System: Can they provide hybridity, collaboration, motivation and empowerment for academicians?

IF 5.6 Q1 MANAGEMENT

Asia Pacific Management Review Pub Date : 2025-10-01 DOI:10.1016/j.apmrv.2025.100384

Wafa A-Maawali, Zulaikha Al-Saadi

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引用次数: 0

Abstract

Purpose

This paper highlights the importance of effective performance appraisal and advocates a particular model for both universities and the workplace beyond. This study aims to determine whether academicians in Omani higher education associate collaboration, hybridity, empowerment and motivation with Objectives and Key Results (OKRs) systems. It also aims to explore how this association is or is not enacted.

Methods

Quantitative data were elicited from an e-questionnaire administered to 103 academicians in three campuses at a university to ascertain if they positively correlate with the four variables. Five of these respondents participated in follow-up semi-structured interviews, providing qualitative data to further illuminate these findings.

Findings

It was found that collaboration and hybridity significantly correlate with OKRs according to academicians. Motivation moderately correlates, while empowerment does not significantly correlate with OKRs.

Research limitations/implications

It is important to delve further into the theme of motivation and empowerment with OKRs. More quantitative studies are needed to determine whether the same results occur in other HEIs. More qualitative studies are required to understand why participants answered in this way.

Practical implications

This study can be informative to managers, leaders and professionals when using OKRs or evaluating its potential use.

Originality/value

Few studies have been carried out in HEIs in Oman or indeed globally. The study is useful to draw attention to the four variables highlighted extensively in the literature, especially ‘empowerment’ which did not significantly correlate.

查看原文本刊更多论文

阿曼绩效评估系统中的目标和关键结果（OKRs）：它们能否为院士提供混合、协作、激励和授权？

本文强调了有效绩效评估的重要性，并为大学和工作场所倡导了一种特殊的模式。本研究旨在确定阿曼高等教育的学者是否将合作、混合、授权和动机与目标和关键结果（OKRs）系统联系起来。它还旨在探讨这种联系是如何制定或不制定的。方法通过对某大学3个校区103名院士进行电子问卷调查，获得定量数据，以确定他们是否与上述4个变量呈正相关。这些受访者中有五人参加了后续的半结构化访谈，提供了定性数据来进一步阐明这些发现。研究结果：研究人员发现，合作和杂交与okr显著相关。动机适度相关，而授权与okr不显著相关。研究的局限/启示在okr中深入研究动机和授权的主题是很重要的。需要更多的定量研究，以确定其他高等教育院校是否也有同样的结果。需要更多的定性研究来理解为什么参与者以这种方式回答。本研究对管理者、领导者和专业人员在使用okr或评估其潜在用途时具有参考价值。原创性/价值在阿曼或全球的高等教育机构中进行的研究很少。这项研究有助于引起人们对文献中广泛强调的四个变量的关注，特别是“赋权”，它没有显著的相关性。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Asia Pacific Management Review MANAGEMENT-

CiteScore

8.00

自引率

4.50%

发文量

期刊介绍： Asia Pacific Management Review (APMR), peer-reviewed and published quarterly, pursues to publish original and high quality research articles and notes that contribute to build empirical and theoretical understanding for concerning strategy and management aspects in business and activities. Meanwhile, we also seek to publish short communications and opinions addressing issues of current concern to managers in regards to within and between the Asia-Pacific region. The covered domains but not limited to, such as accounting, finance, marketing, decision analysis and operation management, human resource management, information management, international business management, logistic and supply chain management, quantitative and research methods, strategic and business management, and tourism management, are suitable for publication in the APMR.