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The Influence of Perceptions of Fairness on Performance Appraisal Reactions

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Abstract

The success of appraisal systems may well depend on ratees’ perceptions of fairness and reactions to important aspects of the appraisal process. My primary purpose is to integrate the literatures on fairness perceptions and appraisal reactions to test specific, heretofore untested, hypotheses. Consistent with predictions of Sweeney and McFarlin’s (Organizational Behavior and Human Decision Processes 55:23–40, 1993) two-factor model, results of structural equation modeling indicated that distributive justice influenced satisfaction with performance ratings and procedural justice influenced satisfaction with the appraisal system. Results indicated mixed support for Bies and Moag’s (Lewicki, Blair, Bazerman (eds) Research on Negotiation in Organization, JAI Press, Greenwich, CT, pp. 43–55, 1986) agent-system model as procedural justice (and distributive justice) had more influence on satisfaction with appraisal feedback than components of interactional justice perceptions. The implications of my results are discussed and suggestions for future research are offered.

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  1. Illinois State University, Normal, IL, 61790, USA

    I. M. Jawahar

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Jawahar, I.M. The Influence of Perceptions of Fairness on Performance Appraisal Reactions. J Labor Res 28, 735–754 (2007). https://doi.org/10.1007/s12122-007-9014-1

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