Abstract:
Performance appraisal serves as the core element of performance appraisal management (PMS). It is considered as a crucial practice for an organization and its implementation is the utmost challenge faced for effective and successful HRM. The purpose of this study is to examine the relationship between performance appraisal justice perceptions and employee engagement in the telecommunication sector of Islamabad.
This paper reviews the literature on justice perceptions of performance appraisal and employee engagement. A hypothesis is developed to find the association between the two variables. A sample size of 150 respondents is taken through cluster and convenience sampling. The primary source of data collection is utilized and the view of the respondents is collected using a closed ended questionnaire, distributed in Ufone, Mobilink, Warid and Telenor. Analysis is done through Correlations, Regression, Cronbach’s alpha, Independent t-test, one way ANOVA, frequency distributions and bar graphs.
The finding of the study suggests that a strong relationship exists between procedural and distributive justice. A significant association exists between employee engagement and distributive and informational justice perceptions. Interpersonal and informational justices also play an important part in engaging the employees at the workplace. Vigor and dedication are found to be are the two important predictors of engagement of employees. A positive moderate relationship is found between perceptions of PA and engagement.
