Research On The Impact Of Employee Voice In Performance Appraisal On Work Engagement

Performance appraisal is an important part of performance management.It is a management communication activity between managers and employees.It is widely believed that it is the most common but also the most necessary management tool in an organization,and it has a significant impact on the development of organization and individuals.However,the performance appraisal in the practice of enterprises has not been fully reflected in the effectiveness.Therefore,many employees are not satisfied or even excluded from the appraisal system of the enterprise.The employee's right to speak,as a form of participant's participation,is also a fair manifestation of the procedure.Earlier,the voice was already considered as a way to increase satisfaction with the assessment process.As a free way of communication,employees can express their opinions and suggestions to improve their own or organization's functions directly or indirectly.As an embodiment of procedural fairness,the employee's right to speak in performance appraisal has largely affected employees'important predictions on the process of perforrmance appraisal,superior recognition and satisfaction,and subsequent employee behavior,such as work engagement.This study first reviews the research on "voice",summarizes the differences between the two forms of the voice(instrumental voice and non-instrumental voice),based on the theory of organizational justice and social exchange,deeply digs out the voice,performance appraisal satisfaction and work engagement,and sorted out the relevant research.In addition,this study innovatively explores the changes in responsiveness of individuals with different sensitivities to different forms of voice from the perspective of employee personality variables—equity sensitivity.Through the literature review and empirical analysis,the following conclusions are drawn:(1)Both instrumental voice and non-instrumental voice have a significant positive impact on work engagement and performance appraisal satisfaction;(2)Compared with instrumental voice,the positive influence of the non-instrumental voice on the performance appraisal satisfaction and work engagement is stronger;(3)Performance appraisal satisfaction partial mediates the relationship between the two types of voice and work engagement;(4)The higher the employee's self-interest tendency,the stronger the positive influence of the instrumental voice on the performance appraisal satisfaction.Based on the conclusions of this study,the following management implications are summarized:(1)Emphasis on procedural fairness,broaden employee channels of voice,and pay attention to the participants.Organizations need to ensure that each employee can have a basic say in terms of system and smooth channels for employee;(2)Pay attention to building a system related to non-instrumental voice and emphasis on emotional support to employees to make employees more involved in organizational building,and attach importance to employees to enhance employee organizational identity;(3)In the process of performance appraisal,attach importance to employee participation,taking into account the accuracy of assessment and respondents' reactions,such as employee satisfaction,sense of fairness,increase staff positive response to performance evaluation;(4)On the issue of equity,groups with different sensitivities should adopt different ways of treatment.For altruistic employees,they need emotional support,pay attention to the value realization of employees,and provide more non-instrumental voice.The provision of instrumental voice is more targeted at those who are self-interested staff,of course,the scope and content of instrumental voice and non-instrumental voice also need to be careful and scientific defined by the organization.