The Effect of Employeesâ Perceived Fairness of Performance Appraisal Systems on Employeesâ Organizational Commitment

Krishnan, Ramesh; Ahmad, Nur Azreen Farihah binti; Haron, Haryani

doi:10.6007/ijarbss/v8-i3/3941

Cited by 11 publications

(8 citation statements)

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“…There is a relationship between interactional justice of performance appraisal and organizational commitment. The study of [23] was consistent with our study. Their results show that there is a relationship between distributive justice of performance appraisal and organizational commitment.…”

Section: Discussionsupporting

confidence: 92%

Impact of Organizational Justice on Performance Appraisal Process and Commitment among Staff Nurses at an Oncology Hospital

Abed¹,

Mohamed

2020

The Medical Journal of Cairo University

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Background: Today's organizations cannot succeed without the employees' agreement to contribute to the mission and survival of their organization. Employers and employees need to agree on their contributions. The main problem faced by any organization is how to provide an environment that facilitates the development of emotional bonds between members in order to keep talented employees in the organization.

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Section: Discussionsupporting

confidence: 92%

Impact of Organizational Justice on Performance Appraisal Process and Commitment among Staff Nurses at an Oncology Hospital

Abed¹,

Mohamed

2020

The Medical Journal of Cairo University

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“…All values in the given tables are higher than 0.5 (Table 2) and thus considered to be valid. Discriminant validity was measured through Fornell and Larcker [49] criterion and Heterotrait-Monotrait (HTMT) Ratio as proposed by Henseler, et al [50]. Following the Fronell-Larcker criterion a construct should better explain the variance of its own indicator rather than the variance of other latent constructs [51].…”

Section: Reliabilitymentioning

confidence: 99%

Perceived Accuracy of Electronic Performance Appraisal Systems: The Case of a Non-for-Profit Organization from an Emerging Economy

et al. 2021

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Performance appraisal reports provide vital information for making strategic decisions. Uniting HR practices and IT is an attempt to maximize value creation. Organizations are transforming their performance management systems from traditional to web-technology based systems to enhance accuracy and objectivity. The present study is an effort to assess employees’ perception of the accuracy of e-performance appraisal systems. To that effect, 500 close-ended questionnaires were administered to randomly selected employees working for a non-for-profit organization where e-performance appraisal is practiced. A total of 352 questionnaires were included for analysis and structural equation modeling was used to analyze the data. The results indicate that rater competence and the possibility to challenge performance appraisals judged as unfair or inaccurate highly influence the employees’ perception of accuracy of e-performance appraisals. Furthermore, a clear communication of standards and the reaction to the last rating moderately affect the employees’ perception of the accuracy of e-PA.

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“…Additionally, in yet another study, Warokka, Gallato, Thamendren and Moorthy (2012) reported no significant link concerning employee perceptions of distributive fairness of the PA system and work performance. Most recently, studies (Dawud, Pradesa & Afandi, 2018;Krishnan, binti Ahmad & Haron, 2018) revealed different anticipations, thus distributive fairness was not significantly associated with organizational commitment.…”

Section: Distributive Fairnessmentioning

confidence: 99%

Effectiveness of Performance Appraisal (EPA): Does Distributive Fairness and Employee Participation Matter?: A Conceptual Framework

Babagana

Mat

Ibrahim

2019

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There has been a great deal of research into performance appraisal, especially concerning the factors that influence the effectiveness of performance appraisal (EPA). Studies suggest that elements such as organizational fairness, organizational politics, and leadership style may contribute to the EPA. Regardless of the evidence of research on these issues, there is paucity of research linking the impact of distributive fairness on the EPA. Moreover, prior studies, similar to this, have reported mixed findings. Accordingly, this study proposes the moderating role of employee participation in the relationship between distributive fairness and the EPA.

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The Effect of Employeesâ Perceived Fairness of Performance Appraisal Systems on Employeesâ Organizational Commitment

Cited by 11 publications

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Impact of Organizational Justice on Performance Appraisal Process and Commitment among Staff Nurses at an Oncology Hospital

Impact of Organizational Justice on Performance Appraisal Process and Commitment among Staff Nurses at an Oncology Hospital

Perceived Accuracy of Electronic Performance Appraisal Systems: The Case of a Non-for-Profit Organization from an Emerging Economy

Effectiveness of Performance Appraisal (EPA): Does Distributive Fairness and Employee Participation Matter?: A Conceptual Framework

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The Effect of Employeesâ Perceived Fairness of Performance Appraisal Systems on Employeesâ Organizational Commitment

Cited by 11 publications

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Impact of Organizational Justice on Performance Appraisal Process and Commitment among Staff Nurses at an Oncology Hospital

Impact of Organizational Justice on Performance Appraisal Process and Commitment among Staff Nurses at an Oncology Hospital

Perceived Accuracy of Electronic Performance Appraisal Systems: The Case of a Non-for-Profit Organization from an Emerging Economy

Effectiveness of Performance Appraisal (EPA): Does Distributive Fairness and Employee Participation Matter?: A Conceptual Framework

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The Effect of Employeesâ Perceived Fairness of Performance Appraisal Systems on Employeesâ Organizational Commitment