Contact points and flash points: Conceptualizing the use of justice mechanisms in the performance appraisal interview

Abstract

There has been a great deal of performance evaluation research, but little has been directed toward understanding subordinate responses to this process and developing ways to manage these responses. In contrast, the justice literature has identified mechanisms that directly influence recipient responses to organizational decisions. The present paper attempts to integrate justice theory and research into the performance appraisal interview. A conceptual model is presented that examines the relationship between three key justice mechanisms in the performance appraisal interview. Propositions are presented regarding the influence of these mechanisms using contact points (episodes where justice mechanisms are expected) and flash points (combinations of justice mechanisms that might lead to problems) as a basis for understanding how justice works in this context. Research is recommended to test these propositions. Implications for conducting performance appraisal interviews are discussed.