In this study the moderating effects of perceived organizational politics (POPS) on performance management processes are studied. It was hypothesized that the strength of the relationship between performance management processes and organizational justice dimensions was dependent on perceived organizational politics. In a sample of over 900 employees drawn from employees working for state corporations in Kenya it was found that POPS has a moderating effect on performance evaluation processes and specifically on the procedural justice dimension of organizational justice. The study adopted multiple regression analysis. The implications of this research and directions for future research are discussed in this paper.
|Keywords:||Perceived Organizational Politics, Organizational Justice, Performance Management|
Lecturer, School of Human Resource Development, Jomo Kenyatta University of Agriculture and Technology, Nairobi, Kenya
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