Impact of employee's perceived fairness of performance appraisal system on work related attitudes : the case of Hong Kong civil servant

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Impact of employee's perceived fairness of performance appraisal system on work related attitudes : the case of Hong Kong civil servant

 

Author: Kan, Mee-yuk Teresa
Title: Impact of employee's perceived fairness of performance appraisal system on work related attitudes : the case of Hong Kong civil servant
Degree: M.Sc.
Year: 1999
Subject: Civil service -- China -- Hong Kong -- Personnel management
Employees -- Rating of -- China -- Hong Kong -- Case studies
Supervisors -- Rating of -- Case studies
Organizational behavior -- China -- Hong Kong -- Case studies
Organizational commitment -- China -- Hong Kong -- Case studies
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: vii, 58, [18] leaves : ill. ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1483528
URI: http://theses.lib.polyu.edu.hk/handle/200/2750
Abstract: The study investigated the impact of employee's perceived fairness of performance appraisal on work related behaviours in the civil service. Performance assessment procedures in planning, feedback and recourse activities are used as procedural fairness measures. Employee's deserved, expected, actual ratings are used as distributive fairness measures. Correlation and multiple regression analysis show that procedural and distributive fairness variables in the model are positively related to satisfaction with performance appraisal, evaluation of supervisor and organisational commitment. Performance planning and distributive fairness are significant predictors for satisfaction with performance appraisal. Performance feedback is significantly related to evaluation of supervisor but not in satisfaction with performance appraisal. Performance planning and distributive fairness are key factors affecting organisational commitment. Fairness in recourse procedure show the modest relationship to all the outcome behaviours. Hierarchical multiple regression revealed that procedural fairness accounted for more variance in all outcome variables than distributive fairness. The result highlighted the importance of a fair and impartial appraisal system, in particular, if the performance based pay as proposed in the Civil Service Pay Reform is to be implemented with employee's support.

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