Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Multi-disciplinary Studies | en_US |
| dc.contributor | Department of Management | en_US |
| dc.creator | Kan, Mee-yuk Teresa | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/2750 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | Impact of employee's perceived fairness of performance appraisal system on work related attitudes : the case of Hong Kong civil servant | en_US |
| dcterms.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. | en_US |
| dcterms.extent | vii, 58, [18] leaves : ill. ; 30 cm | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 1999 | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.educationalLevel | M.Sc. | en_US |
| dcterms.LCSH | Civil service -- China -- Hong Kong -- Personnel management | en_US |
| dcterms.LCSH | Employees -- Rating of -- China -- Hong Kong -- Case studies | en_US |
| dcterms.LCSH | Supervisors -- Rating of -- Case studies | en_US |
| dcterms.LCSH | Organizational behavior -- China -- Hong Kong -- Case studies | en_US |
| dcterms.LCSH | Organizational commitment -- China -- Hong Kong -- Case studies | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b14835289.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 2.6 MB | Adobe PDF | View/Open |
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