Performance appraisal is recognized as a powerful human resource management (HRM) practice. However, its effectiveness depends on how public employees perceive appraisal systems. Based on the Social Exchange Theory, this study aims to empirically explore the impact of the perceived developmental purpose of performance appraisal on a relevant and critical individual attitude in public HRM literature, such as work engagement. Additionally, the study investigates perceived performance appraisal justice as a potential mediator of such a relationship. The analysis of an online survey administered to 1,482 Italian civil servants through a structural equation model shows that perceived developmental appraisal has a positive impact on the work engagement of public employees. This relationship is partially mediated by interactional performance appraisal justice perceptions, while distributive and procedural justice do not significantly affect work engagement. This contribution addresses specific research gaps in the public sector HRM literature. Our results suggest that public organizations can enhance engagement through perceived developmental, interactional, and fair performance appraisal systems.

The renaissance of performance appraisal: engaging public employees through perceived developmental purpose and justice

Vide', Francesco
;
Micacchi, Lorenza;Barbieri, Marta;Valotti, Giovanni
2023

Abstract

Performance appraisal is recognized as a powerful human resource management (HRM) practice. However, its effectiveness depends on how public employees perceive appraisal systems. Based on the Social Exchange Theory, this study aims to empirically explore the impact of the perceived developmental purpose of performance appraisal on a relevant and critical individual attitude in public HRM literature, such as work engagement. Additionally, the study investigates perceived performance appraisal justice as a potential mediator of such a relationship. The analysis of an online survey administered to 1,482 Italian civil servants through a structural equation model shows that perceived developmental appraisal has a positive impact on the work engagement of public employees. This relationship is partially mediated by interactional performance appraisal justice perceptions, while distributive and procedural justice do not significantly affect work engagement. This contribution addresses specific research gaps in the public sector HRM literature. Our results suggest that public organizations can enhance engagement through perceived developmental, interactional, and fair performance appraisal systems.
2023
2022
Vide', Francesco; Micacchi, Lorenza; Barbieri, Marta; Valotti, Giovanni
File in questo prodotto:
File Dimensione Formato  
0734371x221116584.pdf

non disponibili

Descrizione: Articolo Def
Tipologia: Pdf editoriale (Publisher's layout)
Licenza: NON PUBBLICO - Accesso privato/ristretto
Dimensione 312.45 kB
Formato Adobe PDF
312.45 kB Adobe PDF   Visualizza/Apri

I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.

Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11565/4049946
Citazioni
  • ???jsp.display-item.citation.pmc??? ND
  • Scopus 2
  • ???jsp.display-item.citation.isi??? 6
social impact