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The Performance Appraisal Process : = Best Approaches to Support Organizational Justice for Employees.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	The Performance Appraisal Process :/
Reminder of title:	Best Approaches to Support Organizational Justice for Employees.
Author:	Smith, Lagena L.
Description:	1 online resource (257 pages)
Notes:	Source: Dissertation Abstracts International, Volume: 79-07(E), Section: A.
Contained By:	Dissertation Abstracts International79-07A(E).
Subject:	Management. -
Online resource:	click for full text (PQDT)
ISBN:	9780355660111

The Performance Appraisal Process : = Best Approaches to Support Organizational Justice for Employees.
Smith, Lagena L.

The Performance Appraisal Process :Best Approaches to Support Organizational Justice for Employees. - 1 online resource (257 pages)

Source: Dissertation Abstracts International, Volume: 79-07(E), Section: A.

Thesis (D.Mgt.)--University of Maryland University College, 2017.

Includes bibliographical references

What is considered a fair and accurate performance appraisal depends on whom you ask. The performance appraisal, an evaluation/assessment instrument widely used by many human resource departments, has been in the controversial spotlight for almost as long as organizations have been in existence. The performance appraisal process (or lack thereof) is one of the mostly hotly debated human resources issue in today's work environment, and there is a trend to abandon traditional performance appraisals (Kenny, 2016). One purpose of the performance appraisal is to communicate to employees any information collected about their performance over a specified period of time. While the performance appraisal process is a critical function of human resources that can trigger assessment fairness perceptions, understanding how fairness influences job productivity and employee satisfaction, as well as employee behavior consequences, have practical implications. Social influences of perception are fast becoming contextual components of the performance appraisal process. The traditional approach to the performance appraisal is antiquated because the workplace environment has rapidly changed due to technological advances. The manner in which 21st Century employees work and the definition of performance, significantly impacts how employee performance should be measured (Bititci, Garengo, Dorfer & Nudurapati, 2012). Applying the social comparison, expectancy, and equity theories to the performance appraisal process suggests that an employee expects to be fairly compensated, recognized, and fairly rewarded for their contributions to meeting organizational goals. This research underscores the importance of incorporating organizational justice dimensions into the performance appraisal process. Additionally, this research enhances the understanding of organizational justice and the role that it plays on employee perception of the overall performance appraisal process.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9780355660111Subjects--Topical Terms:

558618
Management.
Index Terms--Genre/Form:

554714
Electronic books.

The Performance Appraisal Process : = Best Approaches to Support Organizational Justice for Employees.
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500 $a Source: Dissertation Abstracts International, Volume: 79-07(E), Section: A.
500 $a Advisers: G. David Andersen; Eric B. Dent.
502 $a Thesis (D.Mgt.)--University of Maryland University College, 2017.
504 $a Includes bibliographical references
520 $a What is considered a fair and accurate performance appraisal depends on whom you ask. The performance appraisal, an evaluation/assessment instrument widely used by many human resource departments, has been in the controversial spotlight for almost as long as organizations have been in existence. The performance appraisal process (or lack thereof) is one of the mostly hotly debated human resources issue in today's work environment, and there is a trend to abandon traditional performance appraisals (Kenny, 2016). One purpose of the performance appraisal is to communicate to employees any information collected about their performance over a specified period of time. While the performance appraisal process is a critical function of human resources that can trigger assessment fairness perceptions, understanding how fairness influences job productivity and employee satisfaction, as well as employee behavior consequences, have practical implications. Social influences of perception are fast becoming contextual components of the performance appraisal process. The traditional approach to the performance appraisal is antiquated because the workplace environment has rapidly changed due to technological advances. The manner in which 21st Century employees work and the definition of performance, significantly impacts how employee performance should be measured (Bititci, Garengo, Dorfer & Nudurapati, 2012). Applying the social comparison, expectancy, and equity theories to the performance appraisal process suggests that an employee expects to be fairly compensated, recognized, and fairly rewarded for their contributions to meeting organizational goals. This research underscores the importance of incorporating organizational justice dimensions into the performance appraisal process. Additionally, this research enhances the understanding of organizational justice and the role that it plays on employee perception of the overall performance appraisal process.
520 $a Using thematic synthesis, employee and manager/supervisor perceptions, reactions, and observations of performance appraisal accuracy and equity were examined. These variables were identified as predictor constructs for appraisal effectiveness and satisfaction. The findings show that organizational justice within the context of the performance appraisal is significantly impacted by national context and demographic characteristics, and the relationship quality between the appraiser and appraisee is crucial. These results provide HR practitioners and organizations with a meaningful approach to integrate organizational justice. The pivotal role and important implications that organizational justice plays on the performance process is presented.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2018
538 $a Mode of access: World Wide Web
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650 4 $a Organizational behavior. $3 557544
650 4 $a Business administration. $3 1148568
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710 2 $a University of Maryland University College. $b Management. $3 1182566
773 0 $t Dissertation Abstracts International $g 79-07A(E).
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