Perceived justice in performance appraisal among Vietnamese employees: antecedents and consequences

Abstract

The current study investigates the antecedents and consequences of perceived justice in performance appraisal (PA) among Vietnamese employees. Although PA is popular in Vietnam, few researches to examine the effectiveness of PA practice in Vietnamese company have been reported. This research explores the issue of justice in PA from the employee perspective. Cross-sectional data were collected from full-time employees at various organisations who are enrolling in night-time Master courses using self-reported questionnaires which yielded a final sample size of 546 observations. Results of multiple regression analyses indicate that participative PA, PA training, trust in rater and the use of forced distribution ranking system have been found to influence the perception of procedural and distributive justice in PA. Perception of procedural and distributive justice in PA, in turn, significantly impacts intention to stay with the organisation. The relationships between perceived justice in PA and job performance, however, are partly in contradiction to previous predictions. While perceived distributive justice in PA strongly influences, perception of procedural justice does not influence job performance. Discussion of results and implications are also detailed.