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003 OCoLC;

005 20190710092421.0;

006 m o d ;

007 cr unu||||||||;

008 190624s2019 ncu obm 000 0 eng d;

035 a| (Sirsi) o1105587386;

035 a| (OCoLC)1105587386;

049 a| EREE;

090 a| HF5548.8;

100 1 a| Board, Toby E.,e| author.?| UNAUTHORIZED;

245 10 a| All is not fair in appraisals of performance :b| appraisals, justice, and work outcomes /c| by Toby E. Board.;

264 1 a| [Greenville, N.C.] :b| [East Carolina University],c| 2019.;

300 a| 62 pages;

336 a| textb| txt2| rdacontent;

337 a| computerb| c2| rdamedia;

338 a| online resourceb| cr2| rdacarrier;

347 a| text fileb| PDFc| 807.3 KB2| rda;

538 a| System requirements: Adobe Reader.;

538 a| Mode of access: World Wide Web.;

502 b| M.A.c| East Carolina Universityd| 2019.;

500 a| Presented to the faculty of the Department of Psychology;

500 a| Advisor: Mark C. Bowler;

500 a| Title from PDF t.p. (viewed July 8, 2019).;

520 3 a| This study examined the moderating effect of core self-evaluation (CSE) on the relationship between perceptions of procedural performance appraisal justice (PAJ) and the components of engagement (vigor, dedication, and absorption) and burnout (emotional exhaustion, professional inefficacy, and cynicism). Both procedural PAJ and CSE significantly predicted all components of engagement and burnout. Specifically, higher levels of PAJ and CSE predicted higher engagement and lower burnout. Moreover, CSE significantly moderated the relationship between procedural PAJ and absorption such that high CSE individuals were less affected by procedural performance appraisal justice compared to that of low CSE individuals. Overall, the findings suggest two things: (1) having more procedurally just performance appraisal processes and high CSE employees should lead to more engaged and less burned out employees and (2) higher levels of core self-evaluation may play a critical mitigating role in the relationship between procedural PAJ perceptions and absorption.;

504 a| Includes bibliographical references.;

650 0 a| Psychology, Industrial.=| ^A1603;

650 0 a| Organizational justice.=| ^A1279636;

650 0 a| Self-evaluation.=| ^A57298;

650 0 a| Job evaluation.=| ^A66;

650 0 a| Burn out (Psychology)=| ^A11326;

653 a| performance appraisals;

653 a| engagement;

700 1 a| Bowler, Mark C.,e| degree supervisor.?| UNAUTHORIZED;

710 2 a| East Carolina University.b| Department of Psychology.?| UNAUTHORIZED;

856 40 z| Access via ScholarShipu| http://hdl.handle.net/10342/7246;

949 o| wjh;

994 a| C0b| ERE;

596 a| 1 4;

998 a| 5110990;

999 a| CLICK ON WEB ADDRESSw| ASISc| 1i| 5110990-1001l| JNETm| JOYNERr| Ys| Yt| JNE3ETDu| 6/24/2019x| ETDz| JERESOURCE;

999 a| CLICK ON WEB ADDRESSw| ASISc| 1i| 5110990-2001l| HSLELECm| HSLr| Ys| Yt| HEETDu| 6/24/2019x| ETDz| HERESOURCE;

All is not fair in appraisals of performance : appraisals, justice, and work outcomes / by Toby E. Board.

Author/creator	Board, Toby E. author.
Other author	Bowler, Mark C., degree supervisor.
Other author	East Carolina University. Department of Psychology.
Format	Theses and dissertations
Publication	[Greenville, N.C.] : [East Carolina University], 2019.
Description	62 pages
Supplemental Content	Access via ScholarShip
Subjects	Psychology, Industrial. Organizational justice. Self-evaluation. Job evaluation. Burn out (Psychology)

Summary	This study examined the moderating effect of core self-evaluation (CSE) on the relationship between perceptions of procedural performance appraisal justice (PAJ) and the components of engagement (vigor, dedication, and absorption) and burnout (emotional exhaustion, professional inefficacy, and cynicism). Both procedural PAJ and CSE significantly predicted all components of engagement and burnout. Specifically, higher levels of PAJ and CSE predicted higher engagement and lower burnout. Moreover, CSE significantly moderated the relationship between procedural PAJ and absorption such that high CSE individuals were less affected by procedural performance appraisal justice compared to that of low CSE individuals. Overall, the findings suggest two things: (1) having more procedurally just performance appraisal processes and high CSE employees should lead to more engaged and less burned out employees and (2) higher levels of core self-evaluation may play a critical mitigating role in the relationship between procedural PAJ perceptions and absorption.
General note	Presented to the faculty of the Department of Psychology
General note	Advisor: Mark C. Bowler
General note	Title from PDF t.p. (viewed July 8, 2019).
Dissertation note	M.A. East Carolina University 2019.
Bibliography note	Includes bibliographical references.
Technical details	System requirements: Adobe Reader.
Technical details	Mode of access: World Wide Web.

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All is not fair in appraisals of performance : appraisals, justice, and work outcomes / by Toby E. Board.

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