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The effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation
Thesis (MMil)--Stellenbosch University, 2025.
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| Format: | Thesis |
| Language: | en_ZA |
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Stellenbosch : Stellenbosch University
2025
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| _version_ | 1867613941466660864 |
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| access_status_str | Open Access |
| author | Matabane, Maputle Prince |
| author2 | Mthembu, O. S. |
| author_browse | Matabane, Maputle Prince Mthembu, O. S. |
| author_facet | Mthembu, O. S. Matabane, Maputle Prince |
| author_sort | Matabane, Maputle Prince |
| collection | Thesis |
| dc_rights_str_mv | Stellenbosch University |
| description | Thesis (MMil)--Stellenbosch University, 2025. |
| format | Thesis |
| id | oai:scholar.sun.ac.za:10019.1/134698 |
| institution | Stellenbosch University (South Africa) |
| language | en_ZA |
| last_indexed | 2026-06-10T12:44:08.546Z |
| license_str | Other — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from SUNScholar — Stellenbosch University Repository |
| publishDate | 2025 |
| publishDateRange | 2025 |
| publishDateSort | 2025 |
| publisher | Stellenbosch : Stellenbosch University |
| publisherStr | Stellenbosch : Stellenbosch University |
| record_format | dspace |
| source_str | SUNScholar — Stellenbosch University Repository |
| spelling | oai:scholar.sun.ac.za:10019.1/134698 The effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation Matabane, Maputle Prince Mthembu, O. S. Theletsane, K. I. Stellenbosch University. Faculty of Military Science. School for Organisation and Resource Management. Employees -- Rating of Employee motivation Job satisfaction Organizational justice Thesis (MMil)--Stellenbosch University, 2025. Matabane, M. P. 2025. The Effect of Perceived Fairness of Performance Appraisals on Job Satisfaction and Employee Motivation. Unpublished masters thesis. Stellenbosch: Stellenbosch University [online]. Available: https://scholar.sun.ac.za/items/841eb8d3-b298-4f31-86f7-232fa3473952 ENGLISH ABSTRACT: Performance appraisals are a major feature of organisational management, affecting decisions concerning employee career development, advancements and incentives. Nevertheless, the degree to which individuals perceive the appraisal process as fair plays a vital role in influencing their attitudes and behaviours. Rooted in organisational justice theory, this study examines the three key dimensions of fairness; distributive, procedural, and interactional justice and analyses of their relationship to satisfaction with performance appraisal feedback, job satisfaction and employee motivation. Utilising a quantitative research design, data was collected by means of structured questionnaires administered to employees within the Mobile Military Health Formation (MMHF). A sample of 219 respondents was investigated on the effect of perceived fairness of performance appraisals on job satisfaction and employee motivation. The data collection instruments employed to collect data were: • the 3-item distributive fairness scale by Umair (2016), • the 6-item procedural fairness scale by Umair (2016), • the 5-item interactional fairness scale by Umair (2016), • the 4-item performance feedback scale by Umair (2016), • the 4-item goal setting process scale by Umair (2016), • the 4-item instrument validity scale by Umair (2016), • the 20-item job satisfaction scale by Martins and Proença (2012), • the 12-item employee motivation scale by Forest et al. (2010). SPSS software version 29.0 (IBM, 2024) was utilised to compute reliability and dimensionality analyses from the collected data. Confirmatory factor analyses for each scale were computed. The measurement and structural models were also fitted to the data using structural equation modelling (SEM) using LISREL software (Jöreskog, Sörbom, 1996). The results indicated that higher perceptions of performance appraisals fairness are greatly related to enhanced job satisfaction and greater motivation. Recommendations are provided for enhancing assessment practices to foster more enthusiastic and satisfied employees, ultimately improving performance within the MMHF. AFRIKAANSE OPSOMMING: Geen opsomming beskikbaar nie. Masters 2025-12-24T06:55:40Z 2025-12-24T06:55:40Z 2025-12 Thesis https://scholar.sun.ac.za/handle/10019.1/134698 en_ZA Stellenbosch University 242 pages application/pdf Stellenbosch : Stellenbosch University |
| spellingShingle | Employees -- Rating of Employee motivation Job satisfaction Organizational justice Matabane, Maputle Prince The effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation |
| title | The effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation |
| title_full | The effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation |
| title_fullStr | The effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation |
| title_full_unstemmed | The effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation |
| title_short | The effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation |
| title_sort | effect of perceived fairness of performance sppraisals on job satisfaction and employee motivation |
| topic | Employees -- Rating of Employee motivation Job satisfaction Organizational justice |
| url | https://scholar.sun.ac.za/handle/10019.1/134698 |
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