Analysis

Procedural Justice in Performance Appraisal focuses on process transparency, impartiality, information sharing, opportunities for review, and staff training.

Purpose

The purpose of the assessment is to ensure that the performance appraisal process is fair and effective. Organizations aim to improve employee satisfaction, commitment, and overall performance through the implementation of fair and transparent appraisal procedures.

Calibration

The PJPA usually uses a Likert scale for calibration, where participants rate their agreement with various statements related to the fairness of the appraisal process.

References

Greenberg, J. (1986). Determinants of Perceptions of Justice in the Workplace. In Research in Organizational Behavior (Vol. 8, pp. 43-80). JAI Press.
Lind, E. A., & Tyler, T. R. (1988). The Social Psychology of Procedural Justice. Plenum Press.
Colquitt, J. A., Greenberg, J., & Scott, B. A. (2005). Emotional Reactions to Fair and Unfair Treatment: A Meta-Analytic Review of Outcomes and Processes. In Theoretical Perspectives on Work and the Employment Relationship (pp. 185-210). Industrial Relations Research Association.
Folger, R., & Cropanzano, R. (1998). Organizational Justice and Human Resource Management. Sage Publications.
Bies, R. J., & Moag, J. F. (1986). Interactional Justice: Communication Criteria of Fairness. In Research in Organizational Behavior (Vol. 8, pp. 43-55). JAI Press.