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Title UNIVERSITY STAKEHOLDERS’ PERCEPTION ABOUT EFFECTIVENESS OF PERFORMANCE APPRAISAL PRACTICES WITH REFERENCE TO ORGANIZATIONAL JUSTICE

Author(s) Zahida Abdullah

Abstract Ratees’ reactions to appraisal practices and their perceptions of appraisal system fairness may happen to be a good indicator of appraisal system success. The primary intent of this research was to investigate employees’ perception of performance appraisal (PA) aspects in connection with organizational justice (i.e., distributive, procedural, informational justice, and interpersonal justice to check its effect on Performance Appraisal effectiveness and employees’ satisfaction with appraisal system in higher education institutes of Pakistan. The conceptual framework was based on Greenberg's (1993) four-factor model. This study's research design was explanatory using mix method approach. The study population was teaching faculty N= 1237 of public and private sector universities of Quetta. Stratified sampling technique was used and the sample size of the current study was n= 532. I used Thruston (2001) scale used by Walsh (2003) in her study. The questionnaire was validated by field experts and scale reliability was (.908). Result exhibited a positive relationship between distributive justice, informational justice, and interpersonal justice with appraisal effectiveness while exhibiting a non-significant relationship between procedural justice and PA effectiveness. Study results also reported a positive relationship between distributive justice, procedural justice, and informational justice with employees’ satisfaction with PA system and a non-significant relationship between employees’ satisfaction with PA and interpersonal justice in performance appraisal. Further confidentiality of ACR proforma and ACR comments, non-equality of rules for all, no connection of promotion with performance, lack of teacher participation and training, political baking and relationships, lack of communication, and no feedback mechanism were top-rated factors causing dissatisfaction among employees. It was recommended to work on methods of increasing the PA system's effectiveness and making it acceptable for the employees with their satisfaction.

Type Thesis/Dissertation PhD

Faculty Social Sciences

Department Education

Language English

Publication Date 2023-03-28

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