Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment
The main objective of this study was to investigate the employees' perceived performance appraisal justice, which is based on the Malaysian Performance Appraisal System for the civil servants, that might influence the engagement and commitment of the employees. Underpinned by the Social Exch...
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| Main Author: | |
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| Format: | Thesis |
| Language: | English |
| Published: |
2017
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| Subjects: | |
| Online Access: | http://eprints.usm.my/61179/1/24%20Pages%20from%2000001809519.pdf |
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| Summary: | The main objective of this study was to investigate the employees' perceived
performance appraisal justice, which is based on the Malaysian Performance
Appraisal System for the civil servants, that might influence the engagement and
commitment of the employees. Underpinned by the Social Exchange Theory, Equity
Theory, and the Job Demands-Resources Model, this study examined the relationships
between the perceived performance appraisal justice and affective commitment that
was mediated by job engagement and organisation engagement. Using stratified and
judgmental sampling techniques, 366 respondents comprising the non-academic
employees were selected from USM as the study sample. A cross-sectional survey
was employed to collect the data. Only 252 usable data were subject to hypotheses
testing using the partial least squares structural equation modeling. Results showed
that: (a) performance appraisal distributive justice is positively related to job
engagement; (b) performance appraisal distributive justice is positively related to
organisation engagement; (c) job engagement is positively related to affective
commitment; (d) organisation engagement is positively related to affective
commitment; and (e) performance appraisal procedural justice is positively related to
affective commitment. Results also showed that organisation engagement fully
mediated the relationship between performance appraisal distributive justice and
affective commitment. Theoretically, this study contributes to the existing literature by
providing support for the importance of job and organisation engagement as a mean to
explaining the relationship between perceived performance appraisal justice and
affective commitment. Practically, this present study provides insights for USM to
improve policies and cultivate the justice culture in governing the performance
appraisal system, to engage the employees in their job and organisation as well as to
nurture employees' positive emotional attachment to the organisation. |
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