Abstract
Abstract: Performance appraisal politics are prevalent in organizations and consist of personal bias appraisal politics and motivational performance appraisal politics (MPAP). Although personal bias performance appraisal politics is deleterious, MPAP is purported to bring benefits to organizations. However, few empirical studies have proved the benefits of MPAP. Based on social exchange theory, this study posited that MPAP is positively related to organizational citizenship behavior (OCB) via perceived organizational support and that core self-evaluation weakens the positive relationship between MPAP and perceived organizational support and attenuates the relationship between MPAP and OCB via perceived organizational support. Using data from a sample of 246 employees collected through a two-wave and multisource approach and structural equation model, this study found that all hypotheses were supported.
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