Employee fairness perceptions of performance appraisal: a Saint Lucian case study

By Sharon Narcisse, M. Harcourt. 2008

98 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/9fbafc240ac640af2857a7826e9a0a9646f1832f

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Peggy A. Cloninger
2. T. T. Selvarajan
3. Shih-Yu Cheng

In Public Administration

1. Shih-Yu Cheng

Citations in the corpus

• Can performance appraisals motivate employees to improve performance? A Mexican study (2012, background): “In addition, a multisource appraisal environment may ensure better procedural fairness compared to a supervisory appraisal, which is subject to bias (Narcisse and Harcourt 2008 ).”
• The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment (2014, background): “1992; Tang and SarsfieldBaldwin 1996; Williams and Levy 2000) also show that adequate notice of performance standards is important to employee perceptions of procedural fairness, and this means giving employees knowledge of the appraisal system used and how it affects them well ahead of any formal P”