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Relevant bibliographies by topics / Performance appraisal justice

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Journal articles
Dissertations / Theses
Book chapters
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Academic literature on the topic 'Performance appraisal justice'

Author: Grafiati

Published: 4 June 2021

Last updated: 9 February 2022

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Journal articles on the topic "Performance appraisal justice"

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Vinje, Marianne, and Frøydis Vasset. "Justice in performance appraisal." International Journal of Public Sector Performance Management 6, no. 6 (2020): 843. http://dx.doi.org/10.1504/ijpspm.2020.10032616.

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Vasset, Frøydis, and Marianne Vinje. "Justice in performance appraisal." International Journal of Public Sector Performance Management 6, no. 6 (2020): 843. http://dx.doi.org/10.1504/ijpspm.2020.110992.

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Rowland, Caroline Ann, and Roger David Hall. "Organizational justice and performance: is appraisal fair?" EuroMed Journal of Business 7, no. 3 (2012): 280–93. http://dx.doi.org/10.1108/14502191211265334.

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PurposeIn a changing economic climate, characterised by pressures to improve productivity and reduce costs, performance management has a more central role in helping to ensure competitive advantage. Appraisals have become an almost universal feature of modern organizations and it is essential that they are perceived as fair if they are to bring about commitment to discretionary effort, which is increasingly a key feature in gaining competitive advantage. The purpose of this paper is to examine the outcomes and processes of performance appraisal through the concept of organizational justice.Des

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Thurston, Paul W., and Laurel McNall. "Justice perceptions of performance appraisal practices." Journal of Managerial Psychology 25, no. 3 (2010): 201–28. http://dx.doi.org/10.1108/02683941011023712.

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Masrukin, Masrukin, Musa Hubeis, and Hari Wijayanto. "Pengaruh Keadilan Organisasi dalam Penilaian Kinerja terhadap Kepuasan Penilaian dan Kinerja Karyawan." Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management 11, no. 3 (2018): 231. http://dx.doi.org/10.20473/jmtt.v11i3.10611.

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Since 2012, management of PTPN V Pekanbaru implemented a new system of performance appraisal, named Competency-Based Performance Management (CBPM) for replaced the earlier system. The difference between CBPM and the earlier system is CBPM use a set of measured performance indicator, while in the old system, performance appraisal done by graphic rating scale method. One of performance appraisal effectiveness indicator is organizational justice on performance appraisal. The purpose of this study is to analyze organizational justice in performance appraisal and their influence on satisfaction tow

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Anang Kistyanto, Fajru Achmi Fauziah. "Pengaruh Persepsi Keadilan Distributif pada Penilaian Kinerja Terhadap Kinerja Karyawan yang Dimediasi oleh Kepuasan Penilaian Kinerja di PT. Dok dan Perkapalan Surabaya." Jurnal Ekonomi Bisnis dan Kewirausahaan 5, no. 1 (2016): 1. http://dx.doi.org/10.26418/jebik.v5i1.16179.

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The purpose of this research is to examine and analyze the effect of distributive justice onperformance appraisal to work performance through performance appraisal satisfaction (study onPT. Dok dan Perkapalan Surabaya). This type of research is a causality research studies, with thequantitative approach. This research was using simple random sampling. This research used asample of 137 respondents was drawn from employees of PT. Dok dan Perkapalan Surabaya inProduction Department. The result was based on path analysis method showed that there was asignificant direct effect distributive justice

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Nassar, Mohamed A., and Michel Zaitouni. "Perceived performance appraisal justice in Egyptian chain hotels." International Journal of Culture, Tourism and Hospitality Research 9, no. 3 (2015): 329–45. http://dx.doi.org/10.1108/ijcthr-04-2015-0028.

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Purpose – This paper aims to examine the relationships between perceptions of organisational justice, perceived competence of supervisor and perceived supervisory support (PSS) in hotel employees in Egypt. Design/methodology/approach – Employees who worked in chain hotels in two cities completed questionnaires on each dimension. Principal component analysis and hierarchical regression analysis were used to evaluate relationships among the dimensions to test the hypothesis that PSS mediates the relationship between perceived organisational justice and perceived competence of supervisor. Finding

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Palaiologos, Anastasios, Panagiotis Papazekos, and Leda Panayotopoulou. "Organizational justice and employee satisfaction in performance appraisal." Journal of European Industrial Training 35, no. 8 (2011): 826–40. http://dx.doi.org/10.1108/03090591111168348.

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N., Elangovan, and Sridhar Rajendran. "Impact of functional interdependency on employee satisfaction with performance appraisal in the real estate industry." Problems and Perspectives in Management 18, no. 4 (2020): 213–27. http://dx.doi.org/10.21511/ppm.18(4).2020.19.

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Unbiased performance appraisal tends to bolster the performance of employees. The studies indicate several inadequacies with the current performance appraisal systems. Functional interdependence is one such factor that has been ignored. The study aims to find the factors that can improve the satisfaction with performance appraisal of employees whose deliverables are highly interdependent on other functions. Organizational justice, rater competence, inter-functional conflict, and cohesion are considered the mediating variables. To test the model, the data are collected through a survey using a

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Khan, Mohammad Hanif, Altaf Hussain, and Muhammad Asad Khan. "The Importance of Organizational Justice, Appraisal Purposes and Employee Satisfaction in Performance Appraisal System in Academic Sector of Pakistan." Journal of Accounting and Finance in Emerging Economies 6, no. 1 (2020): 191–200. http://dx.doi.org/10.26710/jafee.v6i1.1079.

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The purpose of this article is to find out the importance of organizational justice and its types along with employee satisfaction in the performance appraisal system. Data were collected from a sample of 180 respondents who replied their opinions regarding the variables included in the study. This study used SPSS to analyze collected data. The findings of study found a linkage of three kinds of organizational justice with performance appraisal. Also a strong association of employee satisfaction was found with components of organizational justice. The core restriction is that this study provid

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Dissertations / Theses on the topic "Performance appraisal justice"

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Russell, Amy L. "Procedural justice and performance appraisal : a test of Greenberg's model /." Thesis, This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-03022010-020239/.

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Maitland, Jennifer. "Differences in Perceived Organizational Justice Based Upon Overall Performance Appraisal Ratings." Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10265853.

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<p> The purpose of this study was to identify differences in perceived organizational justice between employees in different categories of overall performance appraisal ratings. This study was also concerned with the level of distributive, procedural, interpersonal, and informational justice individually dependent upon the overall performance appraisal rating. Performance appraisals can impact procedural and distributional justice, but few studies have been conducted illustrating the influence of the multifocal model of justice following a performance appraisal and the specific influence on ea

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Smith, Lagena L. "The Performance Appraisal Process| Best Approaches to Support Organizational Justice for Employees." Thesis, University of Maryland University College, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10639764.

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<p> What is considered a fair and accurate performance appraisal depends on whom you ask. The performance appraisal, an evaluation/assessment instrument widely used by many human resource departments, has been in the controversial spotlight for almost as long as organizations have been in existence. The performance appraisal process (or lack thereof) is one of the mostly hotly debated human resources issue in today’s work environment, and there is a trend to abandon traditional performance appraisals (Kenny, 2016). One purpose of the performance appraisal is to communicate to employees a

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Bivens, Jennifer. "The Effects of Interactional Justice Perceptions of Performance Appraisal Feedback on Appraisal Satisfaction, Counterproductive Work Behaviors, and Self-Efficacy." Thesis, Southern Illinois University at Edwardsville, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10128053.

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<p> There are many factors that influence the success of employees in organizations, one of which is the perception of interactional justice. Interactional justice combines two forms of justice: informational justice (the degree to which employees are given relevant information) and interpersonal justice (whether employees are treated with dignity and respect) (Bies & Moag, 1986; Patient & Skarlicki, 2014). The present study sought to explore how perceptions of interactional justice during a performance review influence appraisal satisfaction, workplace self-efficacy, and counterproduc

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Gaubas, Paulius. "Organizacinis teisingumas darbo atlikimo vertinime ir jo sąsajos su nuostatomis darbo atžvilgiu." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20140626_194730-80771.

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Šiame darbe tyrėme organizacinio teisingumo reiškinį apsiribodami darbo atlikimo vertinimo (toliau - DAV) kontekstu, nes yra duomenų, kad suvoktas DAV teisingumas ankstesniuose tyrimuose buvo susijęs su darbo atlikimo vertinimo sistemos efektyvumu ir kitomis pasekmėmis organizacijai. Didžiausias dėmesys tyrime buvo skirtas darbo atlikimo vertinimo proceso veiksnių sąsajų su DAV teisingumu tyrimui. Kaip pasekmes organizacijai mes tyrėme nuostatas darbo atžvilgiu. Nagrinėjome ryšius tarp DAV teisingumo ir pasitenkinimo darbu bei ketinimo keisti darbą. Tyrime apklausta 117 dirbančių asmenų, kurių

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Ghulam, Shakil Ahmed Ghulam Gadir. "Distributive justice vs. procedural justice: Perceptions of fairness of Saudi Arabian civil service employees in their performance appraisal system." Diss., The University of Arizona, 1993. http://hdl.handle.net/10150/186110.

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This study uses the concepts of distributive justice and procedural justice to examine Saudi Arabian civil service employees' determinants of fairness in their performance appraisal system. A survey of 400 civil service employees in different public sector agencies in two major cities of Saudi Arabia, Riyadh and Jeddah, was conducted. Seven hypotheses were proposed and tested. The composite dependent variable was the "Perceived satisfaction and fairness of the performance appraisal system." Data were collected by means of a questionnaire. Multiple regressions and T-tests analyses were used to

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Delaporte, Cyprien. "Les perceptions de justice en situation de changement dans l'armée de l'air française : comprendre les enjeux de la notation annuelle pour agir de façon juste." Thesis, Nice, 2016. http://www.theses.fr/2016NICE2005/document.

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Les travaux présentés dans cette thèse ont pour but de mettre en lumière certains enjeux de justice organisationnelle qui émergent dans le cadre des évaluations annuelles du personnel de l’Armée de l’air. A travers plusieurs approches méthodologiques qualitatives et quantitatives, nous montrons dans un premier temps comment la justice distributive prédomine lorsqu’il s’agit pour les militaires de rendre compte de leur sentiment de justice globale lors des notations. Nous élargissons ensuite ces considérations à une série de variables en lien avec le travail, l’organisation et le leadership. No

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Oliveira, Sandra Luzia Esteves. "Percepção de justiça dos avaliados acerca da sua avaliação de desempenho." Master's thesis, Universidade de Évora, 2006. http://hdl.handle.net/10174/16028.

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O propósito deste trabalho é compreender a perceção de justiça que os enfermeiros avaliados têm acerca da sua avaliação de desempenho, considerando as diferentes dimensões da literatura sobre justiça organizacional - procedimental, distributiva e interaccional. Aplicámos um questionário numa amostra de 105 enfermeiros duma população de 350 de um hospital central. Os nossos resultados demonstram que a dimensão de justiça mais importante para os avaliados, é a justiça distributiva, ou seja, a justiça dos resultados na avaliação de desempenho. No entanto, os avaliados consideram que os aspetos ma

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Norton, Christina (Minuth). "The Conceptualization of Justice Perceptions in Appraising Performance of Knowledge Work." Scholar Commons, 2018. https://scholarcommons.usf.edu/etd/7554.

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Organizational justice theory suggests employees are more likely to accept appraisal outcomes if they believe the process to be fair. As an increasing percentage of the workforce is made up of knowledge workers with job characteristics that are less structured and more autonomous, the shift in appraisal research from measurement accuracy to perceptions on fairness is fitting. This research investigates the relationships between justice perceptions and performance appraisal satisfaction by knowledge workers. The study extends previous research with the creation of composite measures to examine

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Sotomayor, Ana. "As percepções de justiça organizacional na avaliação de desempenho : consequências sobre o compromisso organizacional e o compromisso face ao superior hierárquico." Doctoral thesis, Instituto Superior de Economia e Gestão, 2006. http://hdl.handle.net/10400.5/3662.

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Doutoramento em Gestão<br>A presente investigação tem como objectivo determinar quais as dimensões de justiça organizacional que, num contexto de avaliação de desempenho, são identificadas pelos trabalhadores e o modo como as mesmas afectam o seu compromisso face à organização e face ao seu superior hierárquico. Paralelamente, são analisadas as influências de variáveis de controlo, bem como a existência de efeitos interactivos. A metodologia utilizada é composta por três fases. Numa primeira etapa foram elaborados os instrumentos de medida (questionários) de justiça organizacional, compromisso

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Book chapters on the topic "Performance appraisal justice"

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Cropanzano, Russell S., Maureen L. Ambrose, Paul E. Levy, Caitlin M. Cavanaugh, Noelle B. Frantz, and Lauren A. Borden. "The Role of Due Process in Performance Appraisal: A 20-Year Retrospective." In The Oxford Handbook of Justice in the Workplace. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199981410.013.29.

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Tomar, Jitendra Singh, Ruchi Khandelwal, and Ruchi Jain. "Role of Employee Engagement in Reducing Workplace Deviance." In Advances in Human Resources Management and Organizational Development. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-5225-9996-8.ch012.

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The chapter focuses on the various antecedents to workplace deviance that exist in general and specifically on how employee engagement can lead to reduced workplace deviance. It explores the typical characteristics workplace deviance and its various manifestations exhibited by employees of the organisation. Using intensive literature review the factors leading to employee deviant behavior are identified. The behavior is further justified by theory of distributive justice and theory of relative deprivation. The drivers of employee engagements like “Job Satisfaction,” “Family Friendliness,” “Equal Opportunities,” “Fair Treatment,” “Performance and Appraisal,” “Training Development and Career,” etc. are successfully mapped with the theories of deprived justice to address the deviance problem.

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Kretzmer, David, and Yaël Ronen. "Conclusions." In The Occupation of Justice. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190696023.003.0021.

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This chapter considers explanations for the patterns of judicial review exposed in this study. It examines the Court’s performance in the light of the constraints of a domestic court faced both with challenges to state policy in political and security matters and the need to retain domestic and international legitimacy. The chapter places emphasis on the distinction between independence of judges and their neutrality. The lack of neutrality comes to the fore when the Court, which is the arm of an occupying state, reviews the authorities’ actions that affect persons who are not part of the judges’ political community. The Court has generally evaded examination of the legality under international law of the authorities’ actions or granted its backing to the positions of the government, often on legally dubious grounds. In so doing the Court has effectively legitimised virtually all policies and practices, including those that are incompatible with international law. In assessing the Court’s function, the chapter distinguishes between the Court’s legitimising and mitigating roles, and between the effect of the Court’s decisions and the effect of its shadow. Finally the chapter appraises the role that the Court has played in the transformation of the regime in the West Bank to one that has elements of a settler colonial regime.

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Gu, Fan, Jane Nolan, and Chris Rowley. "The influence of guanxi on organizational justice and fairness: the example of performance appraisals in Chinese banks." In Guanxi in Contemporary Chinese Business. Routledge, 2020. http://dx.doi.org/10.4324/9781003124856-6.

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Conference papers on the topic "Performance appraisal justice"

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Wang Ping and Xiong Qian. "Notice of Retraction: Organizational justice problem of performance appraisal in enterprise." In Business Management and Electronic Information. 2011 International Conference on Business Management and Electronic Information (BMEI 2011). IEEE, 2011. http://dx.doi.org/10.1109/icbmei.2011.5917903.

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"Study on the Effect of Justice Perception in Performance Appraisal on Employee Performance." In 2018 International Conference on Education Technology, Economic Management and Social Sciences. Clausius Scientific Press, 2018. http://dx.doi.org/10.23977/etemss.2018.1606.

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Qin, Yi. "A Literature Review of the Relationship between Organizational Justice and Performance Appraisal Satisfaction." In First International Conference Economic and Business Management 2016. Atlantis Press, 2016. http://dx.doi.org/10.2991/febm-16.2016.80.

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Xu, Qiuhang, and Weidong Jiang. "Research on the Mechanism and Effects of Trait Affect on Procedural Justice Perceptions in Performance Appraisal." In 2017 International Conference on Humanities Science, Management and Education Technology (HSMET 2017). Atlantis Press, 2017. http://dx.doi.org/10.2991/hsmet-17.2017.216.

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"The Impact of Leader -Member Exchange Relationship on Employee Performance Appraisal Reaction: The Mediating Role of Organizational Justice." In 2019 Annual Conference of the Society for Management and Economics. The Academy of Engineering and Education (AEE), 2019. http://dx.doi.org/10.35532/jsss.v4.011.

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Zhang, Pengcheng, and Wenxing Liu. "The Impact of Performance Management Orientations and Appraisal Justices on Employee's Knowledge Sharing Behaviors." In 2009 Fourth International Conference on Computer Sciences and Convergence Information Technology. IEEE, 2009. http://dx.doi.org/10.1109/iccit.2009.324.

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