Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal
In this study, we examined the influence of supervisor-subordinate relationship quality and employees' justice perceptions on feedback reactions. Based on organisational justice theory, however, we expect that the effect of justice on feedback reactions is moderated by relationship quality. We examined this hypothesis in two cross-sectional field studies (N = 219 and N = 83) using two different types of performance appraisal. The results support the hypothesis and suggest that there is an interaction effect between relationship quality and justice with acceptance of feedback being highest when one of both antecedent factors was favourable. These insights can offer organisations concrete strategies for stimulating employee development through feedback.
Relationship quality, procedural justice, performance appraisal, feedback reactions
Human Resources Management | Organizational Behavior and Theory
Organisational Behaviour and Human Resources
Gedrag & Organisatie
Boom Lemma Uitgevers
FEYS, Marjolein; LIBBRECHT, Nele; ANSEEL, Frederik; and LIEVENS, Filip.
Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal. (2008). Gedrag & Organisatie. 21, (4), 430-450. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5700