Performance Appraisal Fairness on Employees’ Performance in the Nigeria Television Authority (Nta), Abuja, Nigeria

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The degrees of unfairness (ranging from unfairness with regards to the actual appraisal rating process; unfairness arising from the procedures used in determining the appraisal rating and unfairness arising from the ratee’s treatment by the rater in the appraisal process) have become a regular feature of the appraisal system at NTA, this study was motivated to scrutinize the empirical effect of performance appraisal fairness on employees’ performance at the Nigerian Television Authority (NTA), Abuja. Using a positivist philosophical approach guided by quantitative research design, 165 employees were selected out of the 280 employees using Taro Yamane. A close-ended (called a 5-point Likert scale) questionnaire was used to collect data. Empirically, descriptive and inferential statistics were used to test the responses from the retrieved questionnaire. The SPSS version 25.0 was utilized to perform all the statistical analyses. Four results were found based on the research hypotheses. First, it was found that distributive fairness strongly affects employees’ productivity at the NTA, Abuja. Secondly, it was discovered that procedural fairness significantly influences employees’ competence positively at the NTA, in Abuja. Thirdly, interactional fairness has a strong influence on employees’ effectiveness and efficiency at the NTA, Abuja. Also, this study discovered that the existing performance appraisal technique of the Nigerian Television Authority in Abuja is not effective. Lastly, a strong positive relationship between appraisal fairness and employees’ performance was found. It is concluded that appraisal fairness strongly influences employees’ performance at the NTA. Consequently, it was suggested that the NTA management should endeavour to ensure that their appraisal rating invariably encompasses distributive, procedural and interactional fairness to ensure improved performance at all times.