IMPACT OF JUSTICE IN EMPLOYEE PERFORMANCE AND MODERATING ROLE OF ARTIFICIAL INTELLIGENCE: A CONCEPTUAL STUDY

This study investigates the impact of justice’s dimensions: distributive justice, procedural justice, interactional justice on performance appraisal satisfaction, and artificial intelligence utilisation to improve employee performance in Penang multinational companies (MNCs). They are grounded with Organizational Justice Theory as the theoretical framework to examine the relationship between Artificial Intelligence utilisation in enhancing justice to improve employee performance. In conducting this study, the required data will be collected through a closed-ended structured questionnaire in Penang, Malaysia. The questionnaire was adopted and adapted from many related studies. The data collection approach for this research is based on internet-based technologies such as online platforms. This paper proposes ways of managing employee performance by boosting performance appraisal satisfaction based on a practical performance appraisal that is relevant and unbiased. The paper will provide novelty into justice in performance appraisal through artificial intelligence that is pivotal to the employee performance optimisation in Penang multinational companies. The paper will help organisations recognise the significance of enhancing the performance appraisal as a practical strategic approach to integrate human resource activities with business policies and provide a better understanding of the impact of justice to the performance appraisal in the Penang multinational companies (MNCs).

Satisfaction matters: the relationships between HRM practices, work engagement and turnover intention

PurposeThis study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal satisfaction and pay satisfaction) on work engagement and subsequently employee turnover intentions. The mediating role of work engagement between employee satisfaction with HRM practices and turnover intentions is also assessed.Design/methodology/approachData were collected from Malaysian oil and gas (O&G) professionals. A total of 442 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesised relationships.FindingsThe findings indicate that training satisfaction and performance appraisal satisfaction are the key drivers of employee engagement at work. Work engagement in turn has a negative impact on employee turnover intentions. Furthermore, work engagement mediates the relationship between employees' satisfaction with HRM practices (i.e. training satisfaction and performance appraisal satisfaction) and turnover intentions. Nevertheless, it did not have any mediating effect on pay satisfaction and turnover intention.Practical implicationsTraining plans should be designed to make the relevant jobs more attractive and fulfilling, thus increasing employees' level of work engagement. Besides, ensuring that the appraisal system is fair is pivotal to work engagement. Work engagement will cultivate a strong sense of emotional attachment between employees and employers, thus reducing the turnover intention of Malaysian O&G professionals.Originality/valueTo date, little has been done on employees' satisfaction with HRM practices with respect to their attitudinal and behavioural outcomes. The present study enhances our understanding of the importance of employees' satisfaction with HRM practices and its relation to employees' work engagement and turnover intentions.

Human Resource Management and the Performance Appraisal: satisfaction analysis of the Guarda Nacional Republicana Administration Officers

In a culture of development and globalization, organizations need to value their human capital. It is here that Human Resources Management and each of its areas of expertise gain importance, among them the Performance Appraisal, as it has a direct impact on the results of organizations and the performance of employees. It is from here that the subject of this research arises, to analyze the Performance Appraisal satisfaction of the Officers of Administration of the Guarda Nacional Republicana. This investigation is pertinent due to the lack of studies in public sector organizations, of which the Guarda Nacional Republicana is part, as one military security force. The overall objective of this paper is to analyze the satisfaction resulting from the Performance Appraisal process in the Guarda Nacional Republicana. Following the hypotheticaldeductive method, a questionnaire survey allowed to collect enough data to test the hypotheses of investigation, using parametric and nonparametric techniques. Thus, it was possible to conclude that the Administration Officers of the Guarda Nacional Republicana feel a slight Performance Appraisal satisfaction. This result was strongly influenced by the unsatisfactory results related to the Performance Appraisal System and the Performance Appraisal Interview, notorious in the results of the analysis of the data collected.

Performance appraisal satisfaction and turnover intention

PurposeThe purpose of this paper is to examine the impact of performance appraisal satisfaction (PAS) on work engagement (WE) and the impact of WE on turnover intention. Furthermore, this paper investigates the mediating effect of WE between PAS and turnover intention.Design/methodology/approachThe sample consisted of employees of 12 oil and gas organisations operating in Malaysia. The data collection process consists of two surveys using a three-month time lag approach. A total of 295 samples were used for the final data analysis. Partial least squares structural equation modelling was performed to test the research hypotheses.FindingsThe results indicate a strong causal relation between PAS, WE and turnover intentions. In brief, PAS was found to be a predictor of WE, and WE has a negative impact on employees’ turnover intention. Furthermore, WE proved to be a mediator between PAS and turnover intentions.Practical implicationsThe findings of this study can be used as a basis to consider PAS to increase employees’ level of WE and to decrease voluntary turnover. Overall, the findings provide pragmatic insights for human resource management practitioners and relevant stakeholders.Originality/valueTo date, little is known about the interrelationship between PAS, WE and turnover intention. Importantly, the mediating role of WE between PAS and turnover intention has remained unexplored. This study fills this gap in the existing literature.

PENGARUH PERSEPSI KEADILAN TERHADAP KEPUASAN PENILAIAN KINERJA

This research aims to analyze the influence of perceptions of fairness on satisfaction of performance appraisal. The research method used quantitative descriptive analysis method by testing a sample of 100 employees of the second largest Foundation of Islamic Education in Yogyakarta. Data analysis techniques using SPSS version 21. Findings in this study indicate that there is an effect of fairness on satisfaction of performance appraisal. The implication of this study is that efforts to create employee satisfaction in performance appraisal are inevitable to always be realized because they will be indicators of the effectiveness or failure of the performance appraisal function carried out by an organization. The limitations of this study are limited to one organization so that the results of the study cannot be generalized to other organizational conditions, both similar and different. Keywords: fairness perception, performance appraisal satisfaction