Leader-member exchange, group- and individual-level procedural justice and reactions to performance appraisals

Published on Sep 1, 2016in Human Resource Management2.93
· DOI :10.1002/hrm.21724
Shaun Pichler20
Estimated H-index: 20
(CSU: California State University),
Arup Varma26
Estimated H-index: 26
(LUC: Loyola University Chicago)
+ 3 AuthorsArti Sharma1
Estimated H-index: 1
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Previous research has established that relationships with authority figures and procedural justice perceptions are important in terms of the way in which employees react to organizational procedures that affect them. What is less clear are the reasons why exchange quality with authorities is related to perceptions of process fairness and the role of procedural justice climate in this process. Results indicate that individual-level perceptions of procedural justice, but not performance ratings, partially mediate the relationship between exchange quality and reactions to performance appraisals, and that procedural justice climate is positively related to perceptions of procedural justice and appraisal reactions. These results support a more relational than instrumental view of justice perceptions in organizational procedures bound by exchange quality with an authority figure. Our study suggests that it is essential for managers to actively monitor and manage employee perceptions of process fairness at the group and individual levels.
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