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:	Abdul Hamid, Hazlan
Format:	Thesis
Language:	English
Published:	2017
Subjects:	H1-99 Social sciences (General)
Online Access:	http://eprints.usm.my/61179/1/24%20Pages%20from%2000001809519.pdf
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id	my-usm-ep.61179
record_format	uketd_dc
spelling	my-usm-ep.611792024-09-20T02:59:42Z Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment 2017 Abdul Hamid, Hazlan H1-99 Social sciences (General) 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. 2017 Thesis http://eprints.usm.my/61179/ http://eprints.usm.my/61179/1/24%20Pages%20from%2000001809519.pdf application/pdf en public masters Perpustakaan Hamzah Sendut Pusat Pengajian Siswazah Perniagaan
institution	Universiti Sains Malaysia
collection	USM Institutional Repository
language	English
topic	H1-99 Social sciences (General)
spellingShingle	H1-99 Social sciences (General) Abdul Hamid, Hazlan Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment
description	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.
format	Thesis
qualification_level	Master's degree
author	Abdul Hamid, Hazlan
author_facet	Abdul Hamid, Hazlan
author_sort	Abdul Hamid, Hazlan
title	Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment
title_short	Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment
title_full	Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment
title_fullStr	Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment
title_full_unstemmed	Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment
title_sort	employee perception of the performance appraisal justice and its relationship with employee engagement and affective commitment
granting_institution	Perpustakaan Hamzah Sendut
granting_department	Pusat Pengajian Siswazah Perniagaan
publishDate	2017
url	http://eprints.usm.my/61179/1/24%20Pages%20from%2000001809519.pdf
_version_	1811772889006866432

Employee Perception Of The Performance Appraisal Justice And Its Relationship With Employee Engagement And Affective Commitment

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