Relationship of Organizational Justice, Performance Appraisal with Employee Work Performance & Organizational Commitment: Evidence from Microfinance Banks

Abstract

The main purpose of this research was to analyze the relationship of organizational justice performance appraisal with affective commitment and work performance. Employees of microfinance banks in the Sukkur, Sindh region were recruited for this study because they were thought to have highly developed and transparent appraisal systems and to give a recent setting in which to evaluate the influence of organizational justice conflict. A structured questionnaire was used to investigate the relationship between these variables using correlation analysis. The response of 245 employees was taken with the help of a convenience sampling technique. SPSS-22 was used for analysis. There is a strong positive association between organizational justice and performance appraisal. Moreover, the current study examines that performance appraisal has a weak positive relationship with work performance is low. Similarly, results also confirm that performance appraisal has a positive relationship with affective commitment. The sample size of this study was insufficient to draw firm conclusions. To acquire a more accurate knowledge of the relationship between organizational justice and the performance appraisal system in an organization, future research should be undertaken with a bigger sample size, across other industries and sectors.