Investigating the Impact of Performance Appraisal Justice on Job Performance and Ocb of Employees
Path Through Work Engagement
Bibliographic Data
| ID | 22129161 |
|---|---|
| Authors | Riffut Jabeen (0000-0003-2836-5653, Ghazi University), Rabia Khan (0009-0007-7524-3807, Quaid-i-Azam University), Abida Ellahi (0000-0003-2383-852X, Abbottabad University of Science and Technology), Samina Begum (0000-0003-3296-5600, Abbottabad University of Science and Technology) |
| Year | 2021 |
| Volume | 9 |
| Issue | 3 |
| Pages | 315-325 |
| Publication date | 2021-05-11 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Humanities & Social Sciences Reviews (JOURNAL) |
| Journal identifiers | ISSN: 2395-6518 • E-ISSN: 2395-6518 |
| Publisher | Maya Global Education Society (PUBLISHER) |
| DOI | 10.18510/hssr.2021.9332 |
| OpenAlex | W3162240436 |
| Language | EN |
| References cited | 69 |
Purpose of the study: The study intends to find the interaction of Performance Appraisal Justice (PAJ) and work engagement (WE) to predict employee job performance (JP) and organizational citizenship behaviour (OCB) under the umbrella of fairness heuristic theory (JHT) and social exchange theory (SET). Methodology: Hypotheses testing was done using linear regression data on the data set of 325 respondents. The results are significant and indicated that Justice in the performance appraisal system is positively related to employee outcomes (OCB and job performance) with mediating effect of work engagement. Main Findings: Interaction between exogenous, endogenous, and intervening variables suggests that there is a positive relationship between PAJ and WE and WE mediate the relationship between PAJ and OCB and PAJ JP. In the organizational setting of Pakistan, this study addresses PAJ and its important outcomes which are beneficial for the organization’s effective outcomes. Applications of this study: This study throws light on the management, organizational, and administrative sciences literature, especially the human resource, organizations, and industrial behavior perspective. Administrators and human resource managers can apply the findings of this study. The study can be applied to both the public and private sectors. Originality/Novelty: Pakistani organizations have high collectivism, uncertainty avoidance and power distance, centralization, bureaucracy, and authority in organizations. Therefore, this study has proved some prominent outcomes as compared to countries with a more constant climate. The study sheds light on very important aspects of workplace behavior such as justice, work engagement, OCB, and performance with a particular focus on developing countries
Economics · Employee engagement · Human resource management · Human resources · Job performance · Job satisfaction · Management · Organizational citizenship behavior · Organizational commitment · Organizational justice · Performance appraisal · Political science · Public relations · Work engagement · Cyberloafing and Workplace Behavior · Islamic Finance and Banking Studies · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology
Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences
Individual- and organizational-level consequences of organizational citizenship behaviors
The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process
Structural Equation Modeling With Amos, EQS, and Lisrel
The motivational basis of organizational behavior
Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions, and Performance
A Review of Current Practices for Evaluating Causal Models in Organizational Behavior and Human Resources Management Research
Antecedents and consequences of employee engagement
Positive gain spirals at work
Added Benefits
Deviance and exit
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors
On the dimensionality of organizational justice
The Measurement of Engagement and Burnout
The job demands-resources model of burnout.
Drive and Direction
The Measurement of Work Engagement With a Short Questionnaire
Single Sample Cross-Validation Indices for Covariance Structures
The social psychological processes of ‘procedural justice’
Workforce engagement
Impact of authentic leadership on performance
Career concerns and multitasking local bureaucrats
Terms of engagement
How Chinese and Caucasian Canadians Conceptualize Creativity
Justice in Social Exchange
| Citation velocity | historical |
|---|---|
| Highly cited | No |