Date of Award

5-2014

Document Type

Thesis

Degree Name

Master of Science (MS)

Legacy Department

Applied Psychology

Advisor

Rosopa, Patrick J

Committee Member

Taylor , Mary Anne

Committee Member

Moore , DeWayne

Abstract

Perceptions of unfair performance appraisals have been found to be associated with various negative organizational outcomes, including increases in workplace deviant behaviors and decreases in organizational citizenship behaviors. A main goal of the present study was to examine the process through which perceptions of performance appraisals lead to different behavioral outcomes by using psychological contract breaches within the framework of Affective Events Theory (AET). Another major goal was to investigate if race and core self-evaluations affected outcomes associated with performance appraisals. Results from the present study revealed that race did not impact perceptions of psychological contract breaches, and that the framework described by AET did not influence any outcomes. The three-way interaction between psychological contract breach, procedural justice, and distributive justice did predict participants' feelings of violation, but only for the organizational form of violation. The two-way interaction between psychological contract breach and procedural justice was also found to significantly affect the organizational form of violation. Additionally, it was found that time 1 measurements of core self-evaluations interacted with the experimental vignettes to significantly predict time 2 core self-evaluations. Results from the present may be used to design selection systems and aspects of the workplace.

Included in

Psychology Commons

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