The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment

This study investigates the relationships among administrative performance appraisal (PA) practices, perception of organizational justice and organizational commitment. The results obtained from 395 employees who work in manufacturing companies in Taiwan show that the implementation of administrativ...

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Bibliographic Details
Published inInternational journal of human resource management Vol. 25; no. 8; pp. 1131 - 1148
Main Author Cheng, Shih Yu (Cheryl)
Format Journal Article
LanguageEnglish
Published London Routledge 28.04.2014
Taylor & Francis LLC
Subjects
Commitments
human resource practices
Human resources
Job performance
Justice
Manufacturing
Organizational behavior
organizational commitment
Organizational justice
Perception
Perceptions
Performance appraisal
performance appraisal activities
Personnel management
Studies
Taiwan
Taiwan
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Summary:This study investigates the relationships among administrative performance appraisal (PA) practices, perception of organizational justice and organizational commitment. The results obtained from 395 employees who work in manufacturing companies in Taiwan show that the implementation of administrative PA activities is highly associated with employee perception of organizational justice and that the level of perceived organizational justice is highly associated with the level of organizational commitment. The results also demonstrate that perceived organizational justice has a partial mediating effect on the relationship between administrative PA practices and organizational commitment. Theoretical and practical implications of these results are discussed.
Bibliography:ObjectType-Article-2
SourceType-Scholarly Journals-1
ObjectType-Feature-1
content type line 23
ISSN:0958-5192
1466-4399
DOI:10.1080/09585192.2013.816864