Understanding the motivational effects of procedural and informational justice in feedback processes
Tóm tắt
Building upon traditional feedback models, this study examined the role of fair treatment in feedback contexts. Structural equation modelling using data from 236 undergraduate students highlighted perceived accuracy as a mediator in the credibility‐motivation relationship as well as a relationship between accuracy and perceptions of procedural and informational justice. In addition, the results showed that the motivating effects of feedback accuracy partially occurred through procedural justice perceptions. Tests of an alternative model also demonstrated the interactive effects of credibility and accuracy on justice perceptions. Overall, this study provides insight into the role of fairness in appraisal processes, as well as how fairness might enhance recipients' reactions to appraisal and, subsequently, the effectiveness of appraisal systems.
Từ khóa
Tài liệu tham khảo
Bentler P. M., 1995, EQS for Windows user's guide
Bies R. J., 1986, Research on negotiation in organizations, 43
Blau P. M., 1964, Exchange and power in social life
Brett J. F., 2001, 360‐degree feedback: Accuracy, reactions, and perceptions of usefulness, Journal of Applied Psychology, 86, 930, 10.1037/0021-9010.86.5.930
Brown M. W., 1993, Testing structural equation models, 136
Cardy R. L., 1994, Performance appraisal: Alternative perspectives
Cawley B. D., 1998, Participation in the performance appraisal process and employee reactions: A meta‐analytic review of field investigations, Journal of Applied Psychology, 83, 615, 10.1037/0021-9010.83.4.615
Fedor D. B., 1991, Research in personnel and human resources management, 73
Folger R., 1992, Research in organizational behavior, 129
French J. R. P., 1959, Studies in social power, 150
Korsgaard M. A., 1995, Procedural justice in performance evaluation: The role of instrumental and non‐instrumental voice in performance appraisal discussions, Journal of Managment, 21, 657
Locke E. A., 1990, A theory of goal setting and task performance
Loehlin J. C., 1992, Latent variable models: An introduction to factor, path, and structural analysis
London M., 1997, Job feedback: Giving, seeking, and using feedback for performance improvement
London M., 2003, Job feedback: Giving, seeking and using feedback for performance improvement, 10.4324/9781410608871
MacKinnon D. P., 2002, A comparison of methods to test mediation and other intervening variable effects, Psychological Bulletin, 7, 83
Miner J. B., 1972, Managerial motivation and compensation, 412
Murphy K. R., 1995, Understanding performance appraisal: Social, organizational, and goal‐based perspectives
Nunnally J. C., 1978, Psychometric theory
Thibaut J., 1975, Procedural justice: A psychological analysis
Tyler T. R., 2000, Cooperation in groups: Procedural justice, social identity and behavioral engagement
Tyler T. R., 1996, Trust in organizational authorities, 331
Bos K., 2002, Advances in experimental social psychology, 1
Bos K., 1997, Procedural and distributive justice: What is fair depends more on what comes first than on what comes next, Journal of Personality and Social Psychology, 75, 1449