DOES INTERPERSONAL JUSTICE NEGATIVELY PREDICT OVERALL PERFORMANCE APPRAISAL FAIRNESS? A PAKISTANI STUDY

IF 1.4 Q2 Social Sciences Performance Improvement Quarterly Pub Date : 2022-01-01 DOI:10.56811/piq-20-0050
Malik Ikramullah, Jan‐Willem van Prooijen, M. Iqbal, Bahadar Shah, Faqir Sajjad ul-Hassan
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Abstract

Building on recent research in organizational justice, this study examined the impact of four factors of justice on perceived overall fairness of performance appraisal (PA) systems. The study used a survey questionnaire to collect data from 259 public servants in Pakistan. Based on fundamental ethical principles that employees desire public managers to be unbiased, we developed the hypotheses that were, subsequently, tested using variance-based structural equation modeling in SmartPLS 3.0. The results of the study revealed evidence that, in the context of PA systems, high interpersonal justice is indeed associated with decreased perceptions of overall fairness. The findings of the study provide guidance to public managers that distributive justice, procedural justice, and informational justice perceptions are more conducive for overall fairness perceptions in the PA system than interpersonal justice. Although the negative effect of interpersonal justice seems plausible, surprisingly, empirical research hitherto has not directly investigated this possibility.
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人际公平是否负向预测整体绩效评估公平?巴基斯坦的一项研究
本研究以组织公正的最新研究为基础,考察了四个公正因素对绩效考核系统整体公平感的影响。该研究使用调查问卷收集了巴基斯坦259名公务员的数据。基于员工希望公共管理者不偏不倚的基本道德原则,我们开发了假设,随后在SmartPLS 3.0中使用基于方差的结构方程模型进行了测试。研究结果显示,在PA系统的背景下,人际间的高度公正确实与整体公平感的降低有关。研究结果为公共管理者提供了指导,即分配正义、程序正义和信息正义感知比人际正义感知更有利于PA系统的整体公平感知。虽然人际公正的负面影响似乎是可信的,但令人惊讶的是,迄今为止的实证研究还没有直接调查这种可能性。
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来源期刊
Performance Improvement Quarterly
Performance Improvement Quarterly INDUSTRIAL RELATIONS & LABOR-
CiteScore
3.10
自引率
0.00%
发文量
2
期刊介绍: Performance Improvement Quarterly is an official publication of the International Society for Performance Improvement. Founded in 1962, the International Society for Performance Improvement (ISPI) is the leading international association dedicated to improving productivity and performance in the workplace. ISPI represents more than 10,000 international and chapter members throughout the United States, Canada, and 40 other countries. ISPI"s mission is to develop and recognize the proficiency of our members and advocate the use of Human Performance Technology. Assembling an Annual Conference & Expo and other educational events like the Institute, publishing books and periodicals, and supporting research are some of the ways ISPI works toward achieving this mission.
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