Examining the relationship between procedural, distributive and informational justice and employees’ attitude towards their organizations performance appraisal systems: a case of some selected media houses in Ghana

Abstract

The study was carried out to assess the relationship between procedural, distributive and informational justice and employees’ attitude towards their organizations performance appraisal systems using some selected media houses in Ghana. The target population of the study was 276 which included employees from all the 5 media houses selected for the study but using simple random sampling technique, a total of 220 employees were drawn from each stratum and questionnaires were sent to them in order to assess if organizational justice was considered in the development of their organizations performance appraisal systems and their attitude towards the development of these appraisal systems.  Data analysis was carried out through the use of likert scale type of questions as well as performing Pearson correlation analysis. The results through these methods reveal that there is strong positive relationship between organizational justice and employees’ attitude towards their organizations performance appraisal systems.  This means that procedural, distributive and information justice should be seen as important ingredients in the development of performance appraisal systems, if they are expected to achieve their stated objectives.  The study recommends that it is important for human resource practitioners who are the originators and overseers of these systems use the bottom to top approach where employees who are to be appraised get actively involved in the development and implementation of the system with active support by management. By so doing, any unfairness about the system can be agreed on and corrected before it fully becomes operational.