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Published on: February 16, 2011
Employees' perceptions of justice in performance appraisals
Frøydis Vasset1, Einar Marnburg, Trude Furunes
1Faculty of Health, Alesund University College, Norway.
Nursing Management (Harrow, London, England : 1994)
|May 25, 2010
Summary
Employees often dislike performance appraisals (PAs). This study examined fairness perceptions of PAs among Norwegian nurses, finding that perceived unfairness impacts employee motivation and acceptance of feedback.
Area of Science:
- Human Resource Management
- Organizational Behavior
- Healthcare Administration
Background:
- Performance appraisals (PAs) are a common but often unpopular HR task.
- Employee perception of fairness significantly influences PA effectiveness and motivation.
- Previous research highlights widespread employee dissatisfaction with PAs.
Purpose of the Study:
- To investigate employee perceptions of fairness in performance appraisals.
- To explore the relationship between perceived fairness and the validity of PA information.
- To understand the impact of PA fairness on behavioral change motivation in healthcare professionals.
Main Methods:
- A study was conducted among nurses and auxiliary nurses in Norway's municipal health service.
- The research focused on employee perceptions of organizational justice within the PA process.
- Data was collected to analyze how fairness is perceived in the context of healthcare PAs.
Main Results:
- Perceived unfairness in PAs can lead to employee rejection of feedback.
- Unfair PA processes may decrease employee motivation to alter behavior.
- The study provides insights into specific fairness perceptions within the Norwegian nursing sector.
Conclusions:
- Ensuring perceived fairness in PAs is crucial for their effectiveness.
- Fairness in performance appraisals directly impacts employee engagement and responsiveness to feedback.
- Addressing fairness concerns in PAs is vital for healthcare organizations to foster positive behavioral change.
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