What drives perceived fairness of performance appraisal? exploring the effects of psychological contract fulfillment on employees' perceived fairness of performance appraisal in U.S. federal agency (Record no. 84033)

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control field 20230130173157.0
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100 1# - MAIN ENTRY--PERSONAL NAME
Preferred name for the person Harrington, James R.
Relator term author
245 10 - TITLE STATEMENT
Title What drives perceived fairness of performance appraisal? exploring the effects of psychological contract fulfillment on employees' perceived fairness of performance appraisal in U.S. federal agency
264 #4 - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT)
Date of publication, distribution, etc 2015
520 3# - SUMMARY, ETC.
Summary, etc While the recent literature acknowledges the importance of performance appraisal fairness in high-performing organizations, one of the major challenges facing human resource management (HRM) is establishing both an effective and a fair performance appraisal system; yet little is known about the key organizational and psychological factors that affect employees’ perception of performance appraisal fairness, especially in public organizations. In regards to employees’ perception of performance appraisal fairness, most studies have focused on the structural factors rather than the cognitive or psychological perspectives. Particularly, one of the key overlooked factors driving employees’ perceived fairness of performance appraisal is psychological contract fulfillment, which describes the expectations between an employee and the employer and what each gives and expects in return from the other. This study examines whether psychological contract fulfillments are associated with employees’ perceived fairness of performance appraisals in U.S. federal agencies. Using the Federal Employee Viewpoint Survey, this study finds that psychological contract fulfillments have a positive impact on federal employees’ perceived fairness of performance appraisals.
650 #7 - SUBJECT ADDED ENTRY--TOPICAL TERM
Topical term or geographic name as entry element Human resources management
650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM
Topical term or geographic name as entry element Performance--Management
700 1# - ADDED ENTRY--PERSONAL NAME
Personal name Lee, Ji Han
Relator term author
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Title Public Personnel Management
Relationship information vol. 44, no. 2: (June 2015), pages 214-238
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Source of classification or shelving scheme
Item type JOURNAL ARTICLE
Holdings
Withdrawn status Lost status Source of classification or shelving scheme Damaged status Not for loan Permanent Location Current Location Shelving location Date acquired Date last seen Price effective from Item type
          COLLEGE LIBRARY COLLEGE LIBRARY PERIODICALS 2023-01-30 2023-01-30 2023-01-30 JOURNAL ARTICLE