The relationship between performance appraisal and organizational justice and example study

The purpose of this study is to examine the relationship between the three dimensions of the organizational justice - distributive, procedural and interactional justice - and performance appraisal system, one of the main functions of human resource management, and to evaluate the effects of organizational justice over performance appraisal process. According to the literature review, it is seen that organizational justice concept arouse parallel to the justice in distribution of wage, bonus and benefits, to the methodology used in this distribution and to how kind, careful and informing the attitude of the managers is towards the employee.With the performance appraisal system - which has a great importance for organizations in gaining efficiency and competitive advantage - labor force planning, wage increases, promotions, training requirements, bonus- penalty system and even the dismissal list of employees can be determined. It helps the employee to realize his/ her strong and weak competences, to develop these weak competences bu getting trainings and to increase his/her motivation as a result.One of the most important factors for the success of the performance appraisal system is the adaptation of the employee to the system and is to be perceived fair by the employee. In order to see the result of the study, a questionnaire is conducted with 113 employee of various companies operating in logistics sector, located in İstanbul. To measure the level of relationship between the three main sub-concepts of organizational justice (distributive, procedural and interactional justice) and performance appraisal system, the scale Dalga Derya Teoman (2007) implemented in her graduate dissertation study is used. And for measuring the satisfaction from the performance appraisal system, the scale Ahmet Ferda Çakmak (2005) developed in his dissertation study - "Performance Appraisal Effectiveness" - is used. Key Words : Performance Appraisal, Organizational Justice