Expanding the View of Performance Appraisal by Introducing Social Justice Concerns

Abstract

The current “organizational justice” literature proposes that public managers should analyze both distributive and procedural justice components in designing and implementing various human resource interventions. This article shows that distributive and procedural justice conceptions are not the only constructs that should be analyzed. Instead, social justice concerns need to be addressed in addition to—or perhaps as an antecedent to—distributive and procedural concerns. Social justice from a critical theory perspective is analyzed within an open-systems theory framework, and is presented within the context of performance appraisal systems that are generally regarded as one of the key human resource interventions. Implications of social justice concerns and visions of a more just future for performance appraisals are discussed.

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