The Impact of Perceived Fairness of Performance Appraisal on Employee Engagement; the Role of Perceived Organizational Support as a Moderator

Abstract

Employee engagement is a significant area in academic research and professional business practice in recent years. The literature shows that organizations who realize about the importance of work and organizational engagement and focus on its aspects to keep their employees engaged to their work are more likely to perform well. Perceptions within the minds of individuals about employers and organizations have continuously been present and will always persist. Perceived fairness of performance appraisals has been an issue affecting performance of employees. In fact, perceptions about justice or organizational support are notions that are proficient of affecting performances in either positive or negative manner and can bring change in performance. The purpose of this study is to find the relationship between perceived fairness of performance appraisals and employee engagement including the role of perceived organizational support as a moderator. Few research questions were established to find what impact fairness perception can have on employee engagement and does perceived organizational support affects the strength of these two variables and to what extent they are practical in organizations. The study adopted the deductive research design. The population of the study consisted of six public sector offices located in Islamabad, Pakistan. Convenience sampling method was used to determine the sample size of 211 for this study. Data was collected through questionnaires, based on the independent variable, dependent and moderator variable and research questions. The IBM SPSS version 22 was used to analyze the data collected through questionnaire.