Abstract
According to performance appraisal literature, communication style is often viewed as an essential decision tool that may be used by managers to evaluate and develop employee performance. The ability of appraisers (e.g., immediate boss, manager or supervisor) to properly implement feedback and treatment in allocating performance ratings may have a significant impact on appraises’ feelings of procedural justice. The nature of this relationship is interesting, but the role of communication style as an effective predicting variable is given less emphasized in performance appraisal models. Therefore, this study was conducted to examine the effect of communication style in performance appraisal systems on procedural justice using 129 usable questionnaires gathered from employees who work in a Malaysian federal government linked postal company. The outcomes of stepwise regression analysis revealed two important findings: firstly, feedback significantly correlated with procedural justice. Secondly, treatment significantly correlated with procedural justice. Statistically, this result confirms that communication style in performance appraisal systems does act as an important determinant of procedural justice in the organizational sample. In addition, discussion, implications and conclusion are elaborated.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
