Abstract
Drawing from Signaling framework and covariation principle of attribution theory, this research aims to understand employee perceptions, understanding and attributions of Human Resource Management (HRM) with factors related to their work and non-work domain. While research has identified several work domain factors that enhance employee performance, to date, the role of HRM process approach in understanding employees non-work domain factors is completely missing. We investigate the three-way interaction effects of perceptions of performance appraisal quality, HRM system strength and faith in religion on employee performance. Using a sample of 391 employees and 55 managers, we examine over a one month change in levels of performance appraisal quality and employee performance. Performance appraisal quality was found to be positively associated with increased employee performance over time, and HRM system strength positively moderated this relationship. Moreover, faith in religion as non-work domain factor pronounced this three-way relationship.
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