The Influence of Perceptions of Fairness on Performance Appraisal Reactions

By I. Jawahar. 2007

202 citations recorded by the source corpus.

Subfields: Anthropology, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/75e6f3214ec447d3061c02ad00c98dbd7ec72e7e

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In Anthropology

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Fairness of Performance Appraisal and Organizational Commitment (2013, result): “As postulated by Jawahar (2007) and findings from previous studies, the effectiveness of the performance appraisal is also influenced significantly by the reactions to the performance appraisal.”
The Mediating Role of Appraisal Feedback Reactions on the Relationship Between Rater Feedback-Related Behaviors and Ratee Performance (2010, background): “…future research should broaden the scope by including system-related characteristics (Giles & Mossholder, 1990), dimensions of justice perceptions (Jawahar, 2007), leader–member relations (Bernerth, Armenakis, Field, Giles, & Walker, 2008; Elicker et al., 2006; Moss, Sanchez, Brumbaugh, &…”
Organizational justice and employee satisfaction in performance appraisal (2011, methodology): “We also found a significant relationship between the distributive justice and satisfaction with feedback, which confirms previous findings (Jawahar, 2007).”
The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment (2014, background): “The findings of the present study also provide strong support for previous works which found that promotion decisions are closely associated with the employee perceptions of distributive and procedural justice (Mount 1983; Greenberg 1986; Colquitt et al. 2001; Nurse 2005; Tekleab et al. 2005; Jawaha”
Psychological capital and performance of Portuguese civil servants: exploring neutralizers in the context of an appraisal system (2010, background): “Performance appraisal is often considered to be one of the most important human resources systems in organizations (Jawahar 2007; Kuvaas 2007), being ‘one of the major players in modern management theory’ (Harrison and Goulding 1997, p.”
Looking Forward to Performance Improvement: A Field Test of the Feedforward Interview for Performance Management (2015, background): “Research shows that despite this laudatory objective, the traditional PA is frequently ineffective for improving a person’s job performance (Jawahar, 2007; Smither et al., 2005) and may have a negative effect on an employee’s job satisfaction (Ferris, Munyon, Basik, & Buckley, 2008).”