Keywords : Performance Appraisals


Employees’ need for independence, organizational commitment, and turnover intentions: The moderating role of justice perceptions about performance appraisals

Burcu Birecikli; Lütfihak Alpkan; Alper Ertürk; Seval Aksoy

International Journal of Organizational Leadership, Volume 5, Issue 3, Pages 270-284
DOI: 10.33844/ijol.2016.60461

This empirical research attempts to find out whether it is possible to retain employees who possess strong need for independence and to make them committed by using fair performance appraisal systems. One hundred five white-collar employees working in three high-tech companies were participated in this study. Results showed that both perceived procedural justice and perceived distributive justice of the performance appraisals moderated the relationship between need for independence and affective commitment, as well as the relationship between need for independence and turnover intentions. As a result, the high levels of justice perceptions will lessen the strength of negative relationship between need for independence and organizational commitment and the high levels of justice perceptions will lessen the strength of positive relationship between need for independence and turnover intentions. These findings underlined the importance of justice perceptions, since they not only lead to positive attitudes and behaviors, but also mitigate the effects of the individual attitudes such as need for independence.

Human resource practices and knowledge sharing: The moderating role of trust

Uzma Pervaiz; Muhammad Imran; Qudsia Arshad; Rabia Haq; Muhammad Kamran Khan

International Journal of Organizational Leadership, Volume 5, Issue 1, Pages 15-23
DOI: 10.33844/ijol.2016.60302

HRM is considered as a backbone for successful organizations and knowledge sharing plays a vital role for an organization to success globally. The purpose of the study is to understand the factors that contribute to knowledge sharing in an organization. This study explains how the effective training, fair compensation and performance appraisal affects the knowledge sharing. The impact of trust on relationship of HR practices and knowledge sharing is also examined. The study empirically analyzes the relationship between HR practices and the knowledge sharing and the strong effect of trust. The correlations, simple and multiple regression tests apply to data. Findings provide evidence of a positive and significant relationship between the HR practices and knowledge sharing in the presence of trust. An organization that wants to enhance the creation, innovation and development of knowledge sharing in organization must pay attention to its HRM practices and on trust worthy environment.