Baloch Zainab, Iqbal Muhammad Zahid, Ikramullah Malik, van Prooijen Jan-Willem, Khan Tamania
Department of Management Sciences, COMSATS University Islamabad, Pakistan Park Road, Tarlai Kalan, Islamabad, 45550 Pakistan.
Department of Experimental and Applied Psychology, VU Amsterdam, Amsterdam, The Netherlands.
Soc Justice Res. 2021;34(3):285-316. doi: 10.1007/s11211-021-00370-3. Epub 2021 Jun 14.
This paper seeks to understand the association between ratees' relational justice perceptions and their feedback acceptance, both directly and through leader-member exchange (LMX). The paper also examines the moderated mediation effect of supervisory trust. The paper presents the findings of two studies. Study 1 utilized two data sets collected through an online survey from 280 part-time students working full-time (Sample 1) and 292 working professionals (Sample 2) in Pakistan. Study 2 utilized data collected from = 167 students recruited for a scenario-based experiment that manipulated whether a manager was fair or unfair. Results revealed that relational justice positively predicted feedback acceptance in Studies 1 and 2. LMX positively mediated the above-mentioned relationship in both studies. As expected, supervisory trust negatively moderated the relational justice-feedback acceptance relationship in Study 2. The present study contributes to performance management theory and practice by illuminating that raters can stimulate performance partnership by employing a relational justice approach that increases the likelihood that employees accept performance feedback.
本文旨在直接以及通过领导成员交换（LMX）来理解被评价者的关系公平感与他们对反馈的接受度之间的关联。本文还考察了监督信任的调节中介效应。本文呈现了两项研究的结果。研究1使用了通过在线调查从巴基斯坦280名全职工作的兼职学生（样本1）和292名在职专业人员（样本2）收集的两个数据集。研究2使用了从167名学生收集的数据，这些学生参与了一个基于情景的实验，该实验操纵了管理者是否公平的情况。结果显示，在研究1和研究2中，关系公平正向预测了反馈接受度。在两项研究中，LMX都正向中介了上述关系。正如预期的那样，在研究2中，监督信任对关系公平与反馈接受度之间的关系起到了负向调节作用。本研究通过阐明评价者可以采用关系公平方法来激发绩效伙伴关系，从而增加员工接受绩效反馈的可能性，为绩效管理理论和实践做出了贡献。
