Curvilinear Effects of Rating Discrepancies on Psychological Control and Procedural Justice

This research examined how rating discrepancies would influence employees’ psychological control and procedural justice in formal performance appraisal contexts. In a field study employing 109 administrative employees, the data were collected through two surveys and analyzed by polynomial regression analysis and response surface methodology. As predicted, it was found that rating discrepancies curvilinearly affected employees’ psychological control level which subsequently influenced employees procedural justice perception. Given that either unfavorable or favorable rating discrepancies were found to deteriorate employees’ perceived control and fairness over performance appraisal processes, it is recommended to prevent providing surprising performance ratings and to give participation and voice opportunities.