Author(s)

Yu Wang

Corresponding Author

Yu Wang

ABSTRACT

As an important part of modern performance management system, performance appraisal is an important means to improve the level of human resource management. In order to enable employees to accept and support the performance appraisal system and ensure the effectiveness of its results, scholars began to pay attention to employees’ response to performance appraisal. Justice perceptions in performance appraisal is a fair judgment of performance appraisal and related contents. This judgement is based on some standards, and perceptions of fairness is generated according to the results of judgment. As one of the important responses of performance appraisal, justice perceptions in performance appraisal has become the focus of many researches, and the research results on the justice perceptions in performance appraisal are increasingly rich. In order to accurately grasp the research progress of the justice perceptions in performance appraisal, this paper first reviews the concept of justice perceptions in performance appraisal; secondly, the paper analyzes the antecedents of justice perceptions in performance appraisal can be divided into three levels: rater, ratee and organization, and its impact on the behavior and attitude of employees from the perspective of antecedents and outcome effects; finally, based on the existing research, we suggest several areas for future research.

KEYWORDS

Justice Perceptions in Performance Appraisal, Outcome effects, Review, Antecedents