标题：Perceived Performance Appraisal Purposefulness Failure and In-Role Performance and Retaliation: Testing Injustice as Mediator in Public Sector of Pakistan
出版社：The International Institute for Science, Technology and Education (IISTE)
摘要：This research investigates the relationship between perceived performance appraisal purposefulness failure, overall injustice perception, in-role performance and retaliation in public sector of Pakistan, using the overall injustice as mediator. The results were obtained from 380 civil servants across twelve occupational groups appointed in the major cities of Pakistan. The study uses a time lag design to collect data attwo different times (Time1, and Time2). The data on in-role performance and retaliation was peer reported. Drawing from the organizational justice theory, the study found that PA purposes failure are associated with overall injustice perception of employee and that the level of perceived overall injustice is associated with the level of in-role performance and retaliation. The results also reveal that perceived injustice perception partially mediates the relationship between performance appraisal purposes failure and in-role performance, but there is found no mediation with retaliation. The findings of study have research and practical implications for civil servants and public organizations in a new geographic context. This study is one of the rare attempts to test the influence of all facets of performance appraisal and overall injustice on in-role performance and retaliation.
其他摘要：This research investigates the relationship between perceived performance appraisal purposefulness failure, overall injustice perception, in-role performance and retaliation in public sector of Pakistan, using the overall injustice as mediator. The results were obtained from 380 civil servants across twelve occupational groups appointed in the major cities of Pakistan. The study uses a time lag design to collect data attwo different times (Time1, and Time2). The data on in-role performance and retaliation was peer reported. Drawing from the organizational justice theory, the study found that PA purposes failure are associated with overall injustice perception of employee and that the level of perceived overall injustice is associated with the level of in-role performance and retaliation. The results also reveal that perceived injustice perception partially mediates the relationship between performance appraisal purposes failure and in-role performance, but there is found no mediation with retaliation. The findings of study have research and practical implications for civil servants and public organizations in a new geographic context. This study is one of the rare attempts to test the influence of all facets of performance appraisal and overall injustice on in-role performance and retaliation. Keywords: Performance appraisal purposefulness failure, Injustice Perception, In-role performance, Retaliation and Perceived organizational support.
