Fairness Perceptions of Performance Appraisal System: An Empirical Study of Civil Servants in District Dera Ismail Khan, Pakistan (original) (raw)
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This study was undertaken to explore appraisees'/ratees' fairness perceptions of performance appraisal system (PAS) in the civil service of Pakistan. Previously, this aspect of PAS in the civil service has never been investigated. We determined appraisees' fairness perceptions of PAS by applying four factor of organizational justice namely; procedural, distributive, interpersonal and informational. Data was collected from the civil servants working in two departments in far flung district Dera Ismail Khan, Khyber Pakhtunkhwa. The results show that appraisees' perceive the system fair as diagnosed by four factors of justice. Moreover, high interpersonal justice and distributive justice also revealed issues with the system. However, on few aspects of the system, appraisees' have mentioned their neutral responses. In the article we discuss literature on PAS and organizational justice along with methods. Subsequently, we proffer some recommendations. Finally, we give directions for future research in the PAS of civil service.
Perceived Fairness in Performance Appraisal System and Its Relationship with Work Performance
Journal of Cognitive Sciences and Human Development, 2016
This study aims to identify employee perceptions of perceived fairness in performance appraisal system and work performance as the performance appraisal system is crucial to evaluate employees’ performance in every organization; public or private. A private Oil & Gas company in Miri, Sarawak was chosen for this study. Quantitative research method was employed in this study, and closed-ended questionnaires were used to collect data from respondents. Statistical analysis using One Way ANOVA, Pearson correlation, and Independent sample t-test were used to test the hypotheses. The findings showed that there were no significance differences between the selected demographic factors (age, gender, duration of service, highest educational level, and rank) in performance appraisal system and the work performance. Also, there was a significant relationship between the rating accuracy in the performance appraisal system and work performance. Besides that, there was a significant relationship be...
PERCEPTION OF FAIRNESS OF PERFORMANCE APPRAISAL AND ITS REFLECTION ON ORGANIZATIONAL RELATIONSHIPS
Pakistan Business Review X Category Journal, 2018
The study discusses the employees' perception of performance appraisal in higher education institutes of Pakistan and the factors that affect the perception of fairness. The sample of the study comprised of 124 participants from the higher educational institutes of Pakistan. Data was collected through the use of questionnaire designed for this study. The results suggest that effectiveness of the manager, perceived employee-manager relationship, frequency and quality of feedback given to the employee and setting up of clear expectations and goals, reflect positively on the perception of fairness in the performance appraisal system of an organization, thereby providing an insight on the effects of fairness of a performance management system on organizational relationships in the public sector context. The study will help expand organizational relationships for improved productivity and sustainability.
PERCEPTION OF FAIRNESS O PERFORMANCE APPRAISAL AND ITS REFLECTION ON ORGANIZATIONAL RELATIONSHIPS
Volume 20 Issue 1, April, 2018, 2018
The study discusses the employees' perception of performance appraisal in higher education institutes of Pakistan and the factors that affect the perception of fairness. The sample of the study comprised of 124 participants from the higher educational institutes of Pakistan. Data was collected through the use of questionnaire designed for this study. The results suggest that effectiveness of the manager, perceived employee-manager relationship, frequency and quality of feedback given to the employee and setting up of clear expectations and goals, reflect positively on the perception of fairness in the performance appraisal system of an organization, thereby providing an insight on the effects of fairness of a performance management system on organizational relationships in the public sector context. The study will help expand organizational relationships for improved productivity and sustainability.
Employees’ fairness perception towards performance appraisal system: antecedents and consequences
Review of Managerial Science
How is justice structured? What influences employees' perceptions of appraisal justice? By what mechanisms do justice perceptions influence employees' job-related attitudes and behaviours? Using multiple hierarchical regression, the authors examine these questions for 600 employees belonging to the Indian banking industry and provide four key findings. First, the results support the five-factor model of justice instead of the three-factor model. Secondly, of the five-justice dimensions, interpersonal justice takes precedence in Indian work settings. Thirdly, the validity of appraisal criteria has a significant influence on shaping justice perception. Finally, appraisal training, which received no attention in relevant research, was found to influence perceived justice.
International Journal of Business and Management, 2012
Performance Appraisal System (PAS) in the civil service of Pakistan has been established to fulfill various purposes. Previously, this aspect of PAS in the civil service has not been investigated. In this study we examine perceptions of the civil servants regarding various purposes of the PAS. Data was collected from the civil servants working in the two departments of far flung district Dera Ismail Khan, Khyber Pakhtunkhwa. The results show that appraisees have mixed responses regarding purposes of PAS. It implies that appraisees are not fully aware to all the purposes of PAS, with exception of a sole purpose i.e. support to promotion decisions. In the article we discuss the factors affecting appraisees' perceptions about purposes of the appraisal system. Subsequently, we proffer few recommendations for making the appraisal system purposeful in minds of appraisees. Finally, we give directions for future research in the PAS of civil service.
Employee Fairness Perception on Performance Appraisals in the Civil Service in Kenya
2013
This study was aimed at investigating employee fairness perception of performance appraisal among the civil servants in Kenya. Performance management systems are used largely in managing human resources and they contribute to organizational strategy. The introduction and implementation of a performance management system carries profound implications for both employees and organizations. This therefore necessitates the need to establish how the employees perceive the toll and the entire process of the performance appraisal. The study focused on three fairness perceptions which included distributive, procedural and interactional fairness perceptions only. The target population of this study was the civil servants in Kenya. Cross-sectional study design and stratified random sampling procedure were adopted in selecting the study respondents. The study sampled 268 civil servants in the ministry of state for Immigration and Registration of Persons in Kenya as a case study. Questionnaires ...
Research Paper, 2020
With the help of a structured questionnaire administered on 600 employees of Indian banks, this study examines the level of employees' perception towards their current appraisal system. Frequency distribution and "t-test" were applied to examine the perceived fairness and to identify the differences between perception of employees belonging to private and public banks. Employees perceived their appraisal system to be moderately fair and, did not appear to be highly satisfied with the system. Significant differences were found among perceived fairness and satisfaction of two sets of respondents. Overall findings of the study call for substantial improvements in existing appraisal practices.
Justice perceptions of performance appraisal practices
Purpose -The purpose of this paper is to explore the underlying structure of employees' justice perceptions in the context of their organizations' performance appraisal practices. Design/methodology/approach -Ten multi-item scales were designed to measure the perceived fairness of performance appraisal practices. A nested confirmatory factor analysis of employee responses (n ¼ 188) compared the four justice dimensions (i.e. procedural, distributive, interpersonal, informational) to five plausible alternatives. Construct validity was demonstrated through a structural equation model of matched employee and supervisor responses (n ¼ 117). Findings -The confirmatory factor analysis showed evidence of four distinct but highly correlated justice constructs. Results supported hypothesized relationships between procedural justice and helpful behaviors toward the organization via appraisal system satisfaction; distributive justice with appraisal satisfaction; and interpersonal and informational justice and helpful behaviors toward the supervisor via supervisor satisfaction. Practical implications -This study underscores the importance of fostering perceptions of justice in the context of performance appraisal. The scales developed in this study could be used to isolate potential problems with an organization's performance appraisal practices. Originality/value -The paper integrates prior research concerning the positive effects of procedural, distributive, interpersonal, and informational justice on affective and behavioral responses towards performance appraisals.
Effect of Perceived Appraisal Fairness on Job Satisfaction
2016
This study investigates the employees’ perception of fairness in the performance appraisal system and its effect on job satisfaction of an employee. The perceived fairness in appraisal system is discussed with the help of organizational justice theory which was principally derived from Adam’s equity theory and used by many researchers in organizational research. The perception of fairness in performance appraisal system consists of three main factors: Distributive justice, procedural justice, interactional justice and are used as independent variables and job satisfaction of an employee as dependent variable. The survey method by using random sampling technique was used to collect the data from garment firms of Pakistan which are registered under PRGMEA (Pakistan Readymade Garment and Manufacturer and Exporter Association). Data analysis were conducted by using Bivariate correlation and multiple regression analysis. The findings of the result explored that distributive, procedural a...