When employees believe that

they are being evaluated by

the "proper" criteria
Satisfaction with the
performance appraisal
interview
Satisfaction with the
appraisal system

Satisfaction from
Appraisal System

Satisfaction with
performance ratings

Performance
Appraisal

Employee
Satisfaction
towards the
Performance
Reviews

Organisational
commitment

Why the need for

Performance
Appraisals?

Consists of three
dimensions

Informational Justice

Interactional Justice

Types

Sampling
Method

Distributive Justice

a.k.a. Perceived
Fairness
Greenbergs four-factor
model
Three factor model

Job & career

development
Increases in role clarity, performance, &
job satisfaction
Affective
Continuance
Normative
Non-probability sampling
(Sudin, 2011)

Procedural Justice
Interpersonal Justice

Provides information to critical

HR decisions

Organisational
Justice

Formulation of
justice models

Two-factor model

Conclusion

PerceptioN
of Justice in
Performance
Appraisal &
Effect on
Satisfaction

Cluster sampling
(Bhatnagar, 2013)

Sample size of 400

from 27 federal
departments

Purposive sampling
(Salleh, Amin, Muda, & Halim, 2013)

300 managerial &

executive staff
members

Questionnaires were distributed to selected respondents

(Salleh, Amin, Muda, & Halim, 2013)(Sudin, 2011)
(Bhatnagar, 2013)

Procedure
Analysis Of Data
Of employees
Satisfaction
Towards
Performance
Review

Data analysis
(Salleh, Amin, Muda, & Halim, 2013)
(Sudin, 2011) (Bhatnagar,2013)

Satisfaction from the Performance

appraisal system
(Salleh, Amin, Muda, & Halim, 2013)

Variables

Perceived Fairness in system

(Salleh, Amin, Muda, & Halim,
2013)
Employees attitudes towards the
organisation
(Bhatnagar, 2013)

Checking data entry

Validity & reliability of

variables
Identification outliners
Normality of the data

Conducting a correlations & regression

analysis to test the hypotheses
Using Likert Scale

Measured with four items

adapted from Greller (1978)

Measured based on Greenbergs (1993) four

factor model of organisational justice
Organisational Commitment Questionnaire (OCQ)

Relationship between fairness of performance appraisal with the

organisational commitment (Salleh, Amin, Muda, & Halim, 2013) (Sudin, 2011)

Hypothesis

Relationship between perceived fairness in the system & employee

satisfaction toward the system (Bhatnagar, 2013) (Sudin, 2011)
Satisfaction in performance evaluation serves as a mediator of the
relationship between fairness of performance appraisal with organisational
commitment (Salleh, Amin, Muda, & Halim, 2013) (Sudin, 2011)