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.
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.
