| The present study expanded Tang and Sarsfield-Baldwin (1996) study and tested the hypotheses stating that perceive justice (distributive and procedural justice) in performance appraisal is related to: performance appraisal satisfaction, job satisfaction, organizational commitment, faculty performance and accreditation grade. This survey was conducted against a sample of 386 full-time faculties from SA (Degree) Management Programs at private universities in Jakarta, Indonesia.; Using a path analysis or a structural equation modeling approach it was shown that both dimensions of perceived justice (distributive and procedural justice) in performance appraisal cues substantially contributed to the satisfaction with performance appraisal. In addition, it was also found that procedural justice exerts more influence than distributive justice.; Results indicated that the two dimensions of organizational justice, distributive and procedural justice, were the best predictors of satisfaction with performance appraisal; while satisfaction with performance appraisal was the best predictor of job satisfaction, organizational commitment and faculty performance. The one dimension of perceived justice in performance appraisal, procedural justice was found to be a significant predictor of job satisfaction, while no dimensions of perceived justice in performance appraisal predicted organizational commitment, faculty performance, and accreditation grade. Additionally, the hypothesis, which predicted a positive relationship of perceived in justice performance appraisal on faculty performance and accreditation grade, was not supported. Suggestions for further research were provided. |
