Employee fairness perceptions of a performance management system

This study deals with the employee fairness perceptions of their performance management system in a South African organisation. The concept of justice, with particular reference to procedural, distributive and interactional justice, is used as a guide in assessing employee perceptions of fairness...

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Main Author:	Matlala, Manoko Magdeline
Other Authors:	Moalusi, K. P. (Mr.)
Format:	Others
Language:	en
Published:	2011
Subjects:	Performance Performance management Organisational justice Distributive justice Procedural justice Interactional justice Employee perceptions Fairness 658.3125 Employees > Rating of Performance standards
Online Access:	http://hdl.handle.net/10500/4863

id	ndltd-netd.ac.za-oai-union.ndltd.org-unisa-oai-umkn-dsp01.int.unisa.ac.za-10500-4863
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spelling	ndltd-netd.ac.za-oai-union.ndltd.org-unisa-oai-umkn-dsp01.int.unisa.ac.za-10500-48632016-04-16T04:08:13Z Employee fairness perceptions of a performance management system Matlala, Manoko Magdeline Moalusi, K. P. (Mr.) Performance Performance management Organisational justice Distributive justice Procedural justice Interactional justice Employee perceptions Fairness 658.3125 Employees -- Rating of Performance standards Performance This study deals with the employee fairness perceptions of their performance management system in a South African organisation. The concept of justice, with particular reference to procedural, distributive and interactional justice, is used as a guide in assessing employee perceptions of fairness of the organisations’ performance management system. A qualitative approach was used to gain an in-depth understanding of employee perceptions of fairness based on their personal experiences of the organisation’s performance management system. Data was obtained through extensive semi structured interviews with 20 employees who had been with the organisation and participated in the performance management system for 5 or more years. All interviews were transcribed and assessed using a thematic analysis. The overall findings show that there are negative fairness perceptions of the performance management system as assessed according to the three organisational justice factors of procedural, distributive and interactional justice. Industrial and Organisational Psychology) M.A. (Industrial and Organisational Psychology) 2011-09-28T12:28:12Z 2011-09-28T12:28:12Z 2011-06 2011-09-28 Dissertation http://hdl.handle.net/10500/4863 en 1 online resource (vi, 82 leaves)
collection	NDLTD
language	en
format	Others
sources	NDLTD
topic	Performance Performance management Organisational justice Distributive justice Procedural justice Interactional justice Employee perceptions Fairness 658.3125 Employees -- Rating of Performance standards Performance
spellingShingle	Performance Performance management Organisational justice Distributive justice Procedural justice Interactional justice Employee perceptions Fairness 658.3125 Employees -- Rating of Performance standards Performance Matlala, Manoko Magdeline Employee fairness perceptions of a performance management system
description	This study deals with the employee fairness perceptions of their performance management system in a South African organisation. The concept of justice, with particular reference to procedural, distributive and interactional justice, is used as a guide in assessing employee perceptions of fairness of the organisations’ performance management system. A qualitative approach was used to gain an in-depth understanding of employee perceptions of fairness based on their personal experiences of the organisation’s performance management system. Data was obtained through extensive semi structured interviews with 20 employees who had been with the organisation and participated in the performance management system for 5 or more years. All interviews were transcribed and assessed using a thematic analysis. The overall findings show that there are negative fairness perceptions of the performance management system as assessed according to the three organisational justice factors of procedural, distributive and interactional justice. === Industrial and Organisational Psychology) === M.A. (Industrial and Organisational Psychology)
author2	Moalusi, K. P. (Mr.)
author_facet	Moalusi, K. P. (Mr.) Matlala, Manoko Magdeline
author	Matlala, Manoko Magdeline
author_sort	Matlala, Manoko Magdeline
title	Employee fairness perceptions of a performance management system
title_short	Employee fairness perceptions of a performance management system
title_full	Employee fairness perceptions of a performance management system
title_fullStr	Employee fairness perceptions of a performance management system
title_full_unstemmed	Employee fairness perceptions of a performance management system
title_sort	employee fairness perceptions of a performance management system
publishDate	2011
url	http://hdl.handle.net/10500/4863
work_keys_str_mv	AT matlalamanokomagdeline employeefairnessperceptionsofaperformancemanagementsystem
_version_	1718224312303878144

Employee fairness perceptions of a performance management system

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