摘要：This study was conducted to examine the effect of performance appraisal communication (i.e., feedback and interactional style) and procedural justice on job satisfaction using 150 usable questionnaires collected from employees who work in a national post office, Sarawak, Malaysia. The results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. Further, the outcomes of hierarchical regression analysis showed that interaction between procedural justice and performance appraisal communication (i.e., feedback and interactional style) significantly correlated with job satisfaction. Statistically, this result confirms that procedural justice does act as a moderating variable in the relationship between performance appraisal communication and job satisfaction in the studied organization. In addition, discussion, implications and conclusion are elaborated
其他摘要：This study was conducted to examine the effect of performance appraisal communication (i.e., feedback and interactional style) and procedural justice on job satisfaction using 150 usable questionnaires collected from employees who work in a national post office, Sarawak, Malaysia. The results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. Further, the outcomes of hierarchical regression analysis showed that interaction between procedural justice and performance appraisal communication (i.e., feedback and interactional style) significantly correlated with job satisfaction. Statistically, this result confirms that procedural justice does act as a moderating variable in the relationship between performance appraisal communication and job satisfaction in the studied organization. In addition, discussion, implications and conclusion are elaborated
