Justice in performance appraisal Online publication date: Wed, 04-Nov-2020
by Frøydis Vasset; Marianne Vinje
International Journal of Public Sector Performance Management (IJPSPM), Vol. 6, No. 6, 2020
Abstract: Performance appraisal serve different functions within a university. It helps to identify and evaluate the performance of individual faculty members. The purpose is to explore justices, that is satisfaction with, professional learning from and work motivation generated by performance appraisals. A quantitative research study with a survey in four universities in the west of Norway, 103 employees answered the questionnaire. Employees in universities are satisfied with and experience fair performance appraisal. They experience professional learning from fair performance appraisal, but not work motivation by fair performance appraisal. We found a weak correlation in the group of professors/researchers and administrative staff. There is a significant relationship between procedural justice and satisfaction with the performance appraisal system, and between procedural justice and professional learning. There is no significant relationship between procedural justice and work motivation generated by the performance appraisal system, only small significant relationship for managers and professors.
Existing subscribers:
Go to Inderscience Online Journals to access the Full Text of this article.
If you are not a subscriber and you just want to read the full contents of this article, buy online access here.Complimentary Subscribers, Editors or Members of the Editorial Board of the International Journal of Public Sector Performance Management (IJPSPM):
Login with your Inderscience username and password:
Want to subscribe?
A subscription gives you complete access to all articles in the current issue, as well as to all articles in the previous three years (where applicable). See our Orders page to subscribe.
If you still need assistance, please email subs@inderscience.com