IMPACT OF EMPLOYEES' PROCEDURAL FAIRNESS PERCEPTION OF PERFORMANCE APPRAISAL PROCESSES ON TASK PERFORMANCE

Abstract

It's well known that employees play a major role in assisting organisations in achieving their objectives. Leveraging on the literatures that argue about the possibility of a direct impact between employees' perceived procedural fairness of the performance appraisal processes and task performance, this study investigates the relationship between employees' perceived fairness of performance appraisal processes and task performance and whether this relationship is mediated by employees' work commitment and physiological empowerment. A quantitative approach is used to collect data through an online survey. The target sample is comprised of managers and supervisors working in a cross-section of organisations in the State of Qatar. The data gathered was analysed using PLS-SEM and the results show that perceived procedural fairness of performance appraisal processes by employees positively and directly influence their level of work commitment and their level of psychological empowerment. While perceived procedural fairness of performance appraisal processes and work commitment do not directly influence task performance, employees' level of psychological empowerment positively and directly influences their task performance. In addition, employees' level of work commitment positively influenced their level of psychological empowerment. Furthermore, the results provide evidence that employees' level of psychological empowerment fully mediates the relationship between perceived procedural fairness of performance appraisal processes and task performance while the expected mediating role of work commitment was not supported. The results also provide evidence of employees' level of psychological empowerment fully mediating the relationship between employees' level of work commitment and task performance. The implications of these results are highlighted in the concluding chapter.