This study examined the role of subordinate voice in creating positive attitudes in the performance appraisal context. Two aspects of voice, instrumental and non-instrumental, were assessed. Both aspects of voice were related to satisfaction with the appraisal, while only non-instrumental voice had an impact on attitudes toward the manager. Implications for procedural justice and performance appraisal are discussed.
Get full access to this article
View all access options for this article.
References
1.
Alexander, S. & Ruderman, M. (1987). The role of procedural justice and distributive justice in organizational behavior. Social Justice Research, 1(2): 177-197.
2.
Burke, R.J., Weitzel, W. & Weir, T. (1978). Characteristics of effective employee performance review and development interviews: Replication and extensions. Personnel Psychology, 31: 903-919.
3.
Burke, R.J. & Wilcox, D.S. (1969). Characteristics of effective employee performance review and development interviews. Personnel Psychology, 22: 291-305.
4.
Carroll, S.J. & Schneier, C.E. (1982). Performance appraisal and review systems: The identification, measurement and development of performance in organizations. Glenview, IL: Scott, Foresman & Co.
5.
Cohen, R.L. (1985). Procedural justice and participation. Human Relations, 38(7): 634-663.
6.
Cook, J. & Wall, T.D. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfillment. Journal of Occupational Psychology, 53: 39-52.
Degregorio, M.B., Fisher, C.D. & Fields, M. (1985). Reactions to varying farms of participation in the appraisal interview. Unpublished manuscript, Department of Psychology, Texas A&M University.
10.
Dipboye, R.L. & dePontbriand, R. (1981). Correlates of employee reactions to performance appraisals and appraisal systems. Journal of Applied Psychology, 73: 551-558.
11.
Folger, R. (1977). Distributive and procedural justice: Combined impact of “voice” and improvement on experienced equality. Journal of Personality and Social Psychology, 35: 108-119.
12.
Folger, R. (1986). Rethinking equity theory: A referent cognition model. Pp. 145-162 in H. W. Bierhoff, R.L. Cohen & J. Greenberg (Eds.), Justice in social relations. New York: Plenum.
13.
Folger, R. (1987). Distributive and procedural justice in the workplace. Social Justice Research, 1(2): 143-159.
14.
Folger, R. & Konovsky, M.K. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32: 115-130.
15.
Folger, R.Konovsky, M.A. & Cropanzano, R. (1992). A due process metaphor for performance appraisal. Pp. 129-177 in B.M. Staw & L.L. Cummings (Eds.), Research in organizational behavior, Vol 14. Greenwich, CT: JAI Press.
16.
Fulk, J., Brief, A.P. & Barr, S.H. (1985). Trust-in-supervisor and perceived fairness and accuracy of performance evaluations. Journal of Business Research, 13: 301-313.
17.
Greller, M.M. (1975). Subordinate participation and reactions to the appraisal interview. Journal of Applied Psychology, 60: 544-549.
18.
Greller, M.M. (1978). The nature of subordinate participation in the appraisal interview. Academy of Management Journal, 21: 646-658.
19.
Greenberg, J. (1986). Determinants of perceived fairness of performance evaluations. Journal of Applied Psychology, 71: 340-342.
20.
Greenberg, J. & Folger, R. (1983). Procedural justice, participation, and the fair process effect in groups and organizations. Pp. 235-256 in P.B. Paulus (Ed.), Basic group processes. New York: Springer-Verlag.
21.
Hillery, J.M. & Wexley, K.N. (1974). Participation effects in appraisal interviews conducted in a training situation. Journal of Applied Psychology, 59: 167-171.
22.
Kanfer, R., Sawyer, J., Earley, P.C. & Lind, E.A. (1987). Fairness and participation in evaluation procedures: Effects on task attitudes and performance. Social Justice Research, 1(2): 235-249.
23.
Korsgaard, M.A. & Goodwin, R. (1992). Procedural justice in performance evaluation: The role of voice through self-appraisal. Paper presented at the seventh annual conference of the Society for Industrial and Organizational Psychology, Montreal.
24.
Landy F.J., Barnes, J.L. & Murphy, K.R. (1978). Correlates of perceived fairness and accuracy of performance evaluation. Journal of Applied Psychology, 63: 751-754.
25.
Landy F.J., Barnes-Farrell, J.L. & Cleveland, J.N. (1980). Correlates of perceived fairness and accuracy of performance evaluation: A follow-up. Journal of Applied Psychology, 65: 355-356.
26.
Leung, K. & Li, W. (1990). Psychological mechanisms of process-control effects. Journal of Applied Psychology, 75: 613-620.
27.
Lind, E.A. & Tyler, T.R. (1988). The social psychology of procedural justice. New York: Plenum.
Locke, E.A. & Schweiger, D.M. (1979). Participation in decision-making: One more look. Pp. 265-339 in B.M. Staw (Ed.), Research in organizational behavior, Vol. 1. Greenwich, CT: JAI Press.
30.
McFarland, D.B. & Sweeney, P.D. (1992). Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3): 626-637.
31.
Nathan, B.R., Mohrman, A.M. Jr., & Milliman, J. (1991). Interpersonal relations as a context for the effects of appraisal interviews on performance and satisfaction: A longitudinal study. Academy of Management Journal, 34: 352-369.
32.
Nemeroff, W.F. & Wexley, K.N. (1979). An exploration of the relationships between performance feedback interview characteristics and interview outcomes as perceived by managers and subordinates. Journal of Occupational Psychology, 52: 25-34.
33.
Paese, P.W., Lind, E.A. & Kanfer, R. (1988). Procedural Fairness and Work Group Responses to Performance Evaluation Systems. Social Justice Research, 2(3): 193-205.
34.
Pasmore, W.A. & Fagans, M.R. (1992). Participation, individual development, and organizational change: A review and synthesis. Journal of Management, 18: 375-397.
35.
Podsakoff, P.M. & Organ, D.W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12: 531-544.
36.
Prince, J.B. & Lawler, E.E. (1986). Does salary discussion hurt the developmental performance appraisal?Organizational Behavior and Human Decision Processes, 37: 357-375.
37.
Shapiro, D. (1993). Reconciling theoretical differences among procedural justice research by re-evaluating what it means to have one’s views “considered”: Implications for third party managers. Pp. 51-78 in R. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management. Hillsdale, NJ: Erlbaum.
38.
Thibaut, J.W. & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, NJ: Erlbaum.
39.
Tyler, T.R. (1987). Conditions leading to value expressive effects in judgments of procedural justice: A test of four models. Journal of Personality and Social Psychology, 52: 333-344.
