Organizational justice and performance appraisal satisfaction: A study in Suburban Hospital in Indonesia


Introduction: The performance evaluation performed is aimed at increasing the efficiency of workers. This study has been carried out to observe the connection between organizational justice with performance appraisal satisfaction. 
Methods: A questionnaire was used to measure organizational justice and performance appraisal satisfaction given to employee in Anwar Medika General Hospital, Sidoarjo, Indonesia. Data analysis had been done descriptively and through linear regression for correlation coefficient. 
Result: The descriptive analysis showed mean value for organizational justice, which was 3.03 ± 0.26. The highest dimension was interactional justice with mean value of 3.04 ± 0.26. The test showed significant correlation justice and performance appraisal satisfaction using t-test linear regression, showing correlation (p < 0.05) as well as interactional justice, procedural justice, and distributive justice. 
Conclusion: The correlation of organizational justice and performance appraisal satisfaction showed that factor contributing to satisfaction with performance appraisal system is the fairness of organization.


  • Birecikli, B., Alpkan, L., Ertürk, A., & Aksoy, S. (2016). Employees’ need for independence, organizational commitment, and turnover intentions: The moderating role of justice perceptions about performance appraisals. International Journal of Organizational Leadership, 5, 270-284.‏
  • Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organizational justice. Academy of management perspectives, 21(4), 34-48.‏
  • Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of vocational behavior, 58(2), 164-209.‏
  • Crossman, A. V., & Cook, J. (2004). Satisfaction with performance appraisal systems: a study of role appraisal systems. Journal of Managerial Psychology, 19(5), 526-541.‏
  • Dharma, Y., & Ikhsan, A. (2018). The Effect of Islamic Work Ethic and Motivation through the Organizational Citizenship Behaviour and Employee Performance at Bank Aceh Syaria. Indian Journal of Public Health Research & Development, 9(12), 1903-1909.‏
  • Dipboye, R. L., & Dipboye, R. L. (2018). Criterion Development, Performance Appraisal, and Feedback’.‏
  • Gomes, E., Mellahi, K., Sahadev, S., & Harvey, A. (2017). Perceptions of justice and organisational commitment in international mergers and acquisitions. International Marketing Review, 34(5), 582-605.‏
  • Herr, R. M., Bosch, J. A., Loerbroks, A., Genser, B., Almer, C., van Vianen, A. E., & Fischer, J. E. (2018). Organizational justice, justice climate, and somatic complaints: A multilevel investigation. Journal of psychosomatic research, 111, 15-21.‏
  • Ikramullah Jan-Willem Van Prooijen Muhammad Zahid Iqbal Faqir Sajjad Ul-Hassan, Malik, Neha Paliwal Sharma, Tanuja Sharma, Madhushree Nanda Agarwal, Caroline Ann Rowland, Roger David Hall, Peter Hosie, and Alan Nankervis. 2013. “Personnel Review Effectiveness of Performance Appraisal: Developing a Conceptual Framework Using Competing Values Approach Effectiveness of Performance Appraisal System.” Personnel Review Iss Employee Relations EuroMed Journal of Business Iss 45(3):224–47.
  • Iqbal, M. Z., Akbar, S., & Budhwar, P. (2015). Effectiveness of performance appraisal: An integrated framework. International Journal of Management Reviews, 17(4), 510-533.‏
  • Kaikatuy, A., Pasinringi, S. A., & Jafar, N. (2018, June). Factors Related of Work Environment on Officials Work Satisfaction of Health Centers in Keerom Regency Papua Province in 2016. In Proceedings of the International Conference on Healthcare Service Management 2018 (pp. 52-56).‏
  • Karkoulian, S., Assaker, G., & Hallak, R. (2016). An empirical study of 360-degree feedback, organizational justice, and firm sustainability. Journal of business research, 69(5), 1862-1867.‏
  • Kim, J. (2016). Impact of performance appraisal justice on the effectiveness of pay-for-performance systems after civil service reform. Public Personnel Management, 45(2), 148-170.‏
  • Mohammad, J., Quoquab, F., Idris, F., Al Jabari, M., & Wishah, R. (2019). The mediating role of overall fairness perception: a structural equation modelling assessment. Employee Relations: The International Journal.‏
  • Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?. Journal of applied psychology, 76(6), 845.‏
  • Muda, I. (2018). Erlina,(2018). Performance Appraisal of Government Internal Supervisory Apparatus (APIP) in Implementation of Compliance Audit at Inspectorate of Medan City, Indonesia. International Journal of Civil Engineering and Technology, 9(5), 1347-1359.‏
  • Nokerbekova, N. K., Suleimenov, Y. T., & Zhapayev, R. K. (2018). Influence of Fertilizing with Nitrogen Fertilizer on the Content of Amino Acids in Sweet Sorghum Grain. Agriculture and Food Sciences Research, 5(2), 64-67.
  • Pichler, S., Varma, A., Michel, J. S., Levy, P. E., Budhwar, P. S., & Sharma, A. (2016). Leader‐member exchange, group‐and individual‐level procedural justice and reactions to performance appraisals. Human Resource Management, 55(5), 871-883.‏
  • Rowland, C. A., & Hall, R. D. (2012). Organizational justice and performance: is appraisal fair?. EuroMed Journal of Business.‏
  • Sharma, A., & Sharma, T. (2017). HR analytics and performance appraisal system. Management Research Review.‏
  • Sinabariba, W. J., Raja, P. L., & Salim, S. R. A. Analysis Of Influence Of Intellectual Ability, Communication Skill And Work Experience O Competency And Their Impact On Employee Work Performance At Pt Bank Sumut, Branch Of Simpang Kwala, Medan.‏
  • Sippy, N. I. T. I. N., & Varma, V. (2014). Performance Appraisal Systems in the Hospital Sector–A Research Based On Hospitals in Kerala. International Journal of Business Management & Research (IJBMR), 4(1), 97-106.‏
  • Soesanto, D. (2019). Improving the Performance of Primary Healthcare Centers in Surabaya: a Comparison of Leadership Style and Vertical Dyad Linkage. Jurnal Administrasi Kesehatan Indonesia, 7(1), 40-49.‏
  • Srimulyani, V. A. (2016). Analisis Pengaruh Integrative Leadership Terhadap Organizational Justice, Employee Engagement Dan Organizational Citizenship Behavior. Jurnal Manajemen Teori dan Terapan| Journal of Theory and Applied Management, 9(2).‏
  • Taba, M. I. (2018). Mediating effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction. Journal of Management Development.‏
  • Thurston, P. W., & McNall, L. (2010). Justice perceptions of performance appraisal practices. Journal of Managerial Psychology.‏
  • Warokka, Ari, Cristina G. Gallato, & Thamendren Moorthy. (2012). “Does Organizational Justice in Performance Appraisal System Affect Work Performance? Evidence from an Emerging Market.” Innovation and Sustainable Competitive Advantage: From Regional Development to World Economies - Proceedings of the 18th International Business Information Management Association Conference 4(September):2292–2308.
  • Wu, M., Sun, X., Zhang, D., & Wang, C. (2016). Moderated mediation model of relationship between perceived organizational justice and counterproductive work behavior. Journal of Chinese Human Resource Management.‏


This is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.