Abstract

 This research aims to assess the influence of performance appraisal justice perceptions on the affective commitment. It analyzes the effects of all dimensions of organizational justice in the context of performance appraisal across affective commitment. Thus, hypotheses were formulated in order to relate the direct effects of performance appraisal process justice perceptions towards affective commitment. To propose our model research, we conducted an empirical study conducted with a sample of 260 banking executives. The results have verified the totality of assumptions. Our results reveal that the three dimensions of organizational justice in the context of performance appraisal influence positively affective commitment.
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