Research on justice in organizations has flourished in the last 30 years. However, despite
early recognition that employee reactions to justice were both cognitive and affective, there …

PURPOSE: Employee performance evaluation is a common exercise conducted in many
organizations. Employees need to know the feedback on their performance from the …

Purpose Ratees' reactions to performance appraisal (PA) system suggest how effective the
system is. However, there is less clarity about those different reactions that good versus poor …

The 1980s and 1990s witnessed a surge of psychological research addressing the role of
affect in social judgments. Evaluations of others were shown to be shaped, at least in part …

Purpose Using the broaden-and-build theory, this study aims to examine whether (1)
employees have hateful emotional responses and think the overall performance review is …

Purpose Recent performance appraisal (PA) literature suggests that alongside cognitive
biases, rating distortions may stem from rater disposition and PA context. The study …

Business and management researchers have shown that performance appraisals have
continued to remain a standard component of the human resource management (HRM) …

Kajian ini bertujuan untuk menyelidik hubungan antara ciri-ciri penilaian prestasi dengan
keberkesanan penilaian pretasi dan keadilan penilaian sebagai pemboleh ubah perantara …

There is a certain peculiarity to the study of organizational justice, which suggests that
something vital is missing. It is acknowledged that justice is an affect-laden process (Harlos …

Broadly, the literature on organizational justice is concerned with a key question that
employees often ask themselves when evaluating events that occur at work:“Was that …