Does goal setting matter? The impact of employee-level and organizational-level goal properties on public employees' perception of performance appraisal fairness

What is it about?

Performance appraisal is frequently considered to be one of the most complicated and disputed human resource management issues. Proponents of performance appraisal systems advocate for the systems’ usefulness by arguing that negative effects of performance appraisals can be overcome by ensuring employees’ participation in the appraisal process. On the other hand, critics argue that performance appraisals do not guarantee the accuracy of the measurement of an employee’s work performance, which may lead to unintended consequences, such as incurring unnecessary competition and undermining work cooperation among public employees. In this study, we examine the impact of three goal setting factors on employee perceptions of performance appraisal fairness, and argue that goal setting theory may reconcile these two different perspectives.

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