The relationship between subjectivity in managerial performance evaluation and the three dimensions of justice perception

Abstract

This paper examines the relationship between subjectivity in performance evaluation and the three dimensions of justice perceptions in an emerging economy; prior research on this topic has primarily focused solely on the advanced capitalist economies of Western nations. The paper also aims to expand on existing research by focusing on the role of interactional justice perceptions in relation to subjective evaluation (Byrne et al. in Hum Resour Manag J 22(2):129–147; Folger and Cropanzano, in Organizational justice and human resource management, Sage, Thousand Oaks, 1998). Results from a survey of 160 middle managers in Vietnam indicate that subjective evaluation is associated predominantly with negative effects. We found that, in an emerging economy like that of Vietnam, subjective evaluation reduces interactional justice perception, which in turn decreases the perception of procedural and distributive justice. The mediating effects suggest that the reason subjective evaluation influences employee procedural/distributive justice perceptions lies in the interactional justice perceived from supervisors. This research clarifies the effects of subjective evaluation on the dimensions of justice perception and contributes to the literature on performance evaluation and organizational justice in a non-Western context. It also highlights the importance of respect and communication for fairness perception in both theory and practice.

Understanding the concept of subjectivity in performance evaluation and its effects on perceived procedural justice across contexts

“…Some studies present subjective evaluation in a general sense (e.g., Alves & Lourenço, 2021; Tran et al. , 2021), and some others focus extensively on some certain aspects of subjective evaluation (Bellavance et al. , 2013; Kelly et al.…”

“…In the meanwhile, some studies only examine the concept of subjective evaluation at a general level by determining only the presence of supervisor’s discretion in performance evaluation and/or general weighting of such assessments (e.g., Alves & Lourenço, 2021; Tran et al. , 2021). Despite the growing number of studies, there still remains inconsistency and incompleteness in the literature on subjective evaluation.…”

“…, 2013; Bicudo de Castro, 2017; Tran et al. , 2021). The study reintroduces two aspects of subjectivity: specified ex ante and ex post subjective evaluation, paying specific attention to their improved definitions, precise specifications and instrument measurements.…”

“…Many studies refer to the concept of subjectivity in a general sense (e.g., Alves & Lourenço, 2021; Tran et al. , 2021); some others acknowledge multiple aspects of supervisor discretion, yet often focus on certain aspects separately. For instance, Bellavance et al.…”

Deconstruction and Implementation of Strategic Human Resource Management Evaluation Algorithm Using Data Mining Technology

“…e GBDT is generally composed of hundreds of regression trees, but the depth of each decision tree constructed is relatively shallow [17]. When the GBDT algorithm predicts the data, for each input data sample, when passing through each decision tree, the model will be revised once, and then, the prediction result will be obtained.…”