Keywords: Keywords: - performance appraisal, perceived fairness, affective commitment, job involvement, performance management


This research was conducted to examine the impact of perceived fairness and satisfaction in performance appraisal on affective commitment among lecturers in Malaysia polytechnics. A multi-stage sampling method and convenience sampling were used to administer the data gathering process. Online questionnaires were distributed and a total of 795 lecturers from five polytechnics participated in the survey. Data from the cross-sectional study was analyzed using Statistical Package for the Social Sciences (SPSS). Descriptive analysis revealed that the level of affective commitment (mean = 4.08, standard deviation = .662), followed by satisfaction in performance appraisal system (mean = 3.94, standard deviation = .704). The correlation analysis concluded that there was a strong positive relationship between satisfaction and perceived fairness in performance appraisal (r = .886) and moderate positive relationship between satisfaction in performance appraisal and affective commitment (r = .512) and between perceived fairness in performance appraisal and affective commitment (r = .506). Regression analysis revealed that 27.3% of variance in affective commitment was explained by variance in satisfaction and perceived fairness in performance appraisal (adjusted R square of .273). Satisfaction and perceived fairness in performance appraisal were found to have significant impact on affective commitment (β = .297 and .243, respectively) at significance level of .05. Implication and suggestions for future research were also presented. 


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