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Analyzing the Effect of Performance Appraisal Errors on Perceived Organizational Justice

Author

Listed:
  • Ali Nasr Esfahani
  • Mehdi Abzari
  • Shahzad Dezianian

Abstract

The aim of this study was to investigate the relationship between performance appraisal errors and perceived organizational justice. The study took place at North East Railways in Iran. A random sample of 200 employees was selected and 200 questionnaires were distributed, of which 163 were yielded completed. This research was conducted using two separate instruments. The reliability of these questionnaires has been found to be satisfactory (0.896 and 0.718). Structural Equation Modeling (SEM) was conducted to test the hypothesis and to examine the relationships between the performance appraisal errors and organizational justice. The result showed performance appraisal errors have a strong in?uence on perceived organizational justice with a signi?cant path coefficient at -0.68.

Suggested Citation

  • Ali Nasr Esfahani & Mehdi Abzari & Shahzad Dezianian, 2014. "Analyzing the Effect of Performance Appraisal Errors on Perceived Organizational Justice," International Journal of Academic Research in Accounting, Finance and Management Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Accounting, Finance and Management Sciences, vol. 4(1), pages 36-40, January.
    • Handle: RePEc:hur:ijaraf:v:4:y:2014:i:1:p:36-40
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    References listed on IDEAS

    as
    1. Ambrose, Maureen L., 2002. "Contemporary justice research: A new look at familiar questions," Organizational Behavior and Human Decision Processes, Elsevier, vol. 89(1), pages 803-812, September.
    2. Hal J. Whiting & Theresa J.B. Kline & Lorne M. Sulsky, 2008. "The performance appraisal congruency scale: an assessment of person‐environment fit," International Journal of Productivity and Performance Management, Emerald Group Publishing Limited, vol. 57(3), pages 223-236, March.
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