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Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal

(2008) GEDRAG & ORGANISATIE. 21(4). p.430-450
Author
Organization
Abstract
In this study, we examined the influence of supervisor-subordinate relationship quality and employees' justice perceptions on feedback reactions. Based on organisational justice theory, however, we expect that the effect of justice on feedback reactions is moderated by relationship quality. We examined this hypothesis in two cross-sectional field studies (N = 219 and N = 83) using two different types of performance appraisal. The results support the hypothesis and suggest that there is an interaction effect between relationship quality and justice with acceptance of feedback being highest when one of both antecedent factors was favourable. These insights can offer organisations concrete strategies for stimulating employee development through feedback.
Keywords
feedback reactions, performance appraisal, procedural justice, relationship quality, WORK, ACCURACY, SELF, SEEKING BEHAVIOR, EMPLOYEE REACTIONS, 360-DEGREES FEEDBACK, FAIRNESS PERCEPTIONS, ORGANIZATIONAL JUSTICE, PERCEIVED SYSTEM KNOWLEDGE, LEADER-MEMBER EXCHANGE

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Chicago
Feys, Marjolein, Nele Libbrecht, Frederik Anseel, and Filip Lievens. 2008. “Supervisor-subordinate Relationship Quality as a Moderator in the Relationship Between Procedural Justice and Feedback Reactions in Performance Appraisal.” Gedrag & Organisatie 21 (4): 430–450.
APA
Feys, Marjolein, Libbrecht, N., Anseel, F., & Lievens, F. (2008). Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal. GEDRAG & ORGANISATIE, 21(4), 430–450.
Vancouver
1.
Feys M, Libbrecht N, Anseel F, Lievens F. Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal. GEDRAG & ORGANISATIE. 2008;21(4):430–50.
MLA
Feys, Marjolein, Nele Libbrecht, Frederik Anseel, et al. “Supervisor-subordinate Relationship Quality as a Moderator in the Relationship Between Procedural Justice and Feedback Reactions in Performance Appraisal.” GEDRAG & ORGANISATIE 21.4 (2008): 430–450. Print.
@article{445639,
  abstract     = {In this study, we examined the influence of supervisor-subordinate relationship quality and employees' justice perceptions on feedback reactions. Based on organisational justice theory, however, we expect that the effect of justice on feedback reactions is moderated by relationship quality. We examined this hypothesis in two cross-sectional field studies (N = 219 and N = 83) using two different types of performance appraisal. The results support the hypothesis and suggest that there is an interaction effect between relationship quality and justice with acceptance of feedback being highest when one of both antecedent factors was favourable. These insights can offer organisations concrete strategies for stimulating employee development through feedback.},
  author       = {Feys, Marjolein and Libbrecht, Nele and Anseel, Frederik and Lievens, Filip},
  issn         = {0921-5077},
  journal      = {GEDRAG \& ORGANISATIE},
  keyword      = {feedback reactions,performance appraisal,procedural justice,relationship quality,WORK,ACCURACY,SELF,SEEKING BEHAVIOR,EMPLOYEE REACTIONS,360-DEGREES FEEDBACK,FAIRNESS PERCEPTIONS,ORGANIZATIONAL JUSTICE,PERCEIVED SYSTEM KNOWLEDGE,LEADER-MEMBER EXCHANGE},
  language     = {dut},
  number       = {4},
  pages        = {430--450},
  title        = {Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal},
  volume       = {21},
  year         = {2008},
}

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