Relationship between performance appraisal communication, procedural justice and job satisfaction
Performance appraisal communication is a segment of performance appraisal management denoting the process of sharing and transferring appraisal information from appraiser to appraisee either face-to-face or through technical and communication gadgets. The traditional performance appraisal was base...
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| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
School of Social, Development and Environmental Studies, Faculty of Social Sciences and Humanities, Universiti Kebangsaan Malaysia
2016
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| Online Access: | http://journalarticle.ukm.my/9809/1/2x.geografia-si-feb16-azman-edam.pdf http://journalarticle.ukm.my/9809/ http://www.ukm.my/geografia/v2/index.php?cont=a&item=2&thn=2016&vol=12&issue=2&ver=loc |
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| Summary: | Performance appraisal communication is a segment of performance appraisal management denoting the process of
sharing and transferring appraisal information from appraiser to appraisee either face-to-face or through technical
and communication gadgets. The traditional performance appraisal was based on past performance of the
employees, single-source feedback, non-participation style in decision making and boss-centred approach. It did not
consider the development aspects of the employee performance as it was preoccupied with judging the performance
of the organization as a whole. To address the drawback of this approach, modern approaches were introduced in the
era of globalization which centred on humanistic perspectives, system thinking and contingency views. In the light
of the new approaches, this paper examines the effect of performance appraisal communication and procedural
justice on job satisfaction using 99 usable questionnaires collected from employees who work at public tertiary
educational institutions in East Malaysia. The outcomes of stepwise regression analysis showed that relationship
between feedback, treatment and procedural justice significantly correlated with job satisfaction. In sum, this result
demonstrates that the ability of appraisers to appropriately provide feedback and treatment will strongly invoke
appraisees’ feelings of procedural justice and this may lead to an enhanced job satisfaction in the organization
studied. |
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