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Relationship between perceived performance appraisal justice on employee engagement outcome variables
Mini Dissertation (MBA)--University of Pretoria, 2019.
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| Format: | Thesis |
| Language: | English |
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University of Pretoria
2020
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| _version_ | 1867613527463690240 |
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| access_status_str | Open Access |
| author2 | Meintjies, Anel |
| author_browse | Meintjies, Anel |
| author_facet | Meintjies, Anel |
| collection | Thesis |
| dc_rights_str_mv | © 2020 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. |
| description | Mini Dissertation (MBA)--University of Pretoria, 2019. |
| format | Thesis |
| id | oai:repository.up.ac.za:2263/73972 |
| institution | University of Pretoria (South Africa) |
| language | English |
| last_indexed | 2026-06-10T12:37:34.018Z |
| license_str | Other — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UPSpace — University of Pretoria Institutional Repository |
| publishDate | 2020 |
| publishDateRange | 2020 |
| publishDateSort | 2020 |
| publisher | University of Pretoria |
| publisherStr | University of Pretoria |
| record_format | dspace |
| source_str | UPSpace — University of Pretoria Institutional Repository |
| spelling | oai:repository.up.ac.za:2263/73972 Relationship between perceived performance appraisal justice on employee engagement outcome variables Meintjies, Anel ichelp@gibs.co.za Jawahar, Vikash UCTD Mini Dissertation (MBA)--University of Pretoria, 2019. Justice or fairness is a fundamental underlying principle in life. Not only do unfair practices have the potential for deep discontent, but it also potentially has a deep impact on employee engagement. While some research has been conducted on the relationship between perceived performance appraisal justice and employee engagement, this research goes deeper to understand if significant relationships exist between perceived performance appraisal justice and two of the most commonly cited outcome variables of employee engagement, viz. discretionary effort and intention to turnover. This study aimed to identify if significant relationships existed between perceived performance appraisal justice and the abovementioned employee engagement outcome variables. These insights can help human resource practitioners in the designing of performance appraisal systems as well as with the training of managers who are supposed to conduct the appraisals, in order to unlock potential employee engagement value. The hypotheses were tested using quantitative research methods. The required data was collected via a cross-sectional self-report online questionnaire. A final sample of 143 respondents was utilised for the statistical analysis. Construct validity and reliability of the measurement scales were tested. The hypotheses were tested using multiple regression analysis. This study provided empirical evidence of a significant negative relationship between perceived performance appraisal justice and intention to turnover. Interventions to reduce intention to turnover and improve employee engagement should focus on perceived performance appraisal justice. This study thus contributes to the literature in the fields of employee engagement, justice, human resource development, human resource management and performance management. ls2020 Gordon Institute of Business Science (GIBS) MBA 2020-04-06T10:00:03Z 2020-04-06T10:00:03Z 2020/04/01 2019 Mini Dissertation Jawahar, V 2019, Relationship between perceived performance appraisal justice on employee engagement outcome variables, MBA Mini Dissertation, University of Pretoria, Pretoria, viewed yymmdd <http://hdl.handle.net/2263/73972> http://hdl.handle.net/2263/73972 en © 2020 University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. application/pdf University of Pretoria |
| spellingShingle | UCTD Relationship between perceived performance appraisal justice on employee engagement outcome variables |
| title | Relationship between perceived performance appraisal justice on employee engagement outcome variables |
| title_full | Relationship between perceived performance appraisal justice on employee engagement outcome variables |
| title_fullStr | Relationship between perceived performance appraisal justice on employee engagement outcome variables |
| title_full_unstemmed | Relationship between perceived performance appraisal justice on employee engagement outcome variables |
| title_short | Relationship between perceived performance appraisal justice on employee engagement outcome variables |
| title_sort | relationship between perceived performance appraisal justice on employee engagement outcome variables |
| topic | UCTD |
| url | http://hdl.handle.net/2263/73972 |