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Journals / Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi / 2011 / Cilt: 29 - Sayı: 2

The moderating effect of performance appriasal criteria on organizational justice and job satisfaction relationship

Performans değerlendirme kriterlerinin örgütsel adalet ve iş tatmin ilişkisindeki düzenleyici etkisi

Pınar KARAPINAR BAYHAN
Pages
115–144
Publication Date
2022-10-18
DOI
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

On the other hand only feedback satisfaction has found to be moderating effect on distributive justicejob satisfaction relationship.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The purpose of this study is to examine the effects of performance appraisal criteria on the relationships between procedural and distributive justice and job satisfaction.
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Key Findings & Data:For this purpose the data was collected from 206 banking employees and the data was evaluated by linear and hierarchical regressions.
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Conclusion & Impact:On the other hand only feedback satisfaction has found to be moderating effect on distributive justicejob satisfaction relationship.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

The purpose of this study is to examine the effects of performance appraisal criteria on the relationships between procedural and distributive justice and job satisfaction. For this purpose the data was collected from 206 banking employees and the data was evaluated by linear and hierarchical regressions. According to the data obtained, presumed moderating effects of knowledge of the performance appraisal criteria, and feedback satisfaction on procedural justice- job satisfaction relationship were supported. Such that, procedural justice have stronger effect on job satisfaction when individuals have knowledge of the performance appraisal criteria, and satisfied with the performance feedback. On the other hand only feedback satisfaction has found to be moderating effect on distributive justicejob satisfaction relationship.

Özet

Bu çalısmanın amacı yöntemsel ve dagıtımsal adalet algılamaları ile is tatmini iliskilerini ve bu iliskiler üzerinde performans degerlendirme sistemi kriterlerinin düzenleyici etkilerini incelemektir. Bu amaçla 206 banka çalısanından anket yoluyla elde edilen veriler dogrusal ve hiyerarsik regresyon analizleri ile degerlendirilmistir. Yapılan analizlere göre performans degerlendirme kriterlerinin bilinmesi ve bireylerin geribildirimden tatmin olma derecelerinin yöntemsel adalet ve is tatmini arasındaki iliskide düzenleyici rolü bulunmaktadır. Buna göre bireyler degerlendirme kriterlerini bildiklerinde ve geribildirimden tatmin oldukları zaman yöntemsel adaletin is tatmini üzerindeki etkisi daha güçlü olmaktadır. Diger taraftan, performans degerlendirme kriterlerinden sadece geribildirimden tatmin olmak dagıtımsal adalet ile is tatmini arasındaki iliskide düzenleyici rol oynamaktadır.

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Cite This Article

BAYHAN, P. K. (2022). The moderating effect of performance appriasal criteria on organizational justice and job satisfaction relationship. Hacettepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Cilt: 29 - Sayı: 2, 115–144. https://ajindex.com/articles/533131

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