Performance appraisal politics and its implications for employee deviance.
What is it about?
Performance management is pivotal in determining employee outcomes. Firms may face undesired consequences without an impartial and fair performance appraisal system. Considering the paucity of research regarding the impact of justice/fairness perceptions on employee outcomes, we examine the effect of performance appraisal politics on deviant work behavior and the associated role of job satisfaction in the relationship. The results confirm that performance appraisal politics become a cause of deviant work behaviors. The findings also highlight the need to design effective interventions to mitigate the adverse effects of such politics. The study provides fresh insight into the dynamics of the interplay between performance appraisal politics, job satisfaction, and deviant work behaviors.
Why is it important?
There is a need to ascertain the role of performance appraisal politics in bringing employee deviance since much of the literature only focuses on organizational politics and human resource practices while ignoring the very context of performance appraisal. The study is intended to expand the body of knowledge regarding performance appraisal and employee deviance by testing performance appraisal politics as one of the antecedents of deviant work behavior.