Procedural, Distributive & Interactive Fairness and Motivation to Improve Employee Performance: A study of employees working in Higher Educational Institutions

Abstract

Purpose Performance appraisal has given been deemed as the HR’S department most significant and complex activity. In the light ofrecent events this has been established that performance appraisal have an effect on improving employee motivation to enhance their performance. To explore this phenomenon, the study examines the relationship between performance appraisal fairness and how this motivates employees to improve their performance. As performance appraisal fairness is merely an employee perception, depending upon how an employee materializes this concept as it varies from one employee to another. Methodology & Design In order to evaluate employee’s perception ofperformance appraisal fairness selected dimensions ofperformance appraisal fairness (procedural, distributive, interactive justice) to get an understanding of how employees working in the higher educational institution sector materialize this concept. The data was gathered through the use ofquestionnaire from 300 respondents working in Higher Educational Institution to get their viewpoint regarding the fairness dimension (procedural, distributive, interactive justice) in their respective organization. The data gathered was analyzed using a statistical metric (SPSS) which helps established the understanding regarding what employees perceive to be fair.