Unlocking The Black Box Of Fairness Perceptions And Employee Satisfaction: Mediating Effect Of Perceived Rating Accuracy

The goal of this study is to look at the relationship between organizational justice and employee satisfaction with the mediating role of perceived rating accuracy. The current literature developed the understanding among the Islamic banking sectors on how to improve employees’ satisfaction with the system and supervisor through understanding the mediating role of perceived rating accuracy and the relationship between organizational justice and employee satisfaction.

For this research, non-probability convenience sampling is used, and a cross-sectional strategy is adopted to carry out a quantitative research approach. So, an online survey approach, i.e., five-point Likert scale questionnaires, is used to collect primary data from employees at Islamic banking branches in the Bahawalpur region, Pakistan.

The paper suggests numerous additions to the literature by integrating organizational justice theory into the social context of performance appraisal reactions. This research has practical relevance for human resource development because it offers human resource practitioners advice on how to improve the perceived justice of the performance appraisal system.

The research helps the banking sector understand how they can enhance employee satisfaction by giving them a perception of fairness. The paper proposes a theoretical framework for defining employee satisfaction and determining the factors that are significant in affecting employee reactions towards performance appraisal among Islamic banking employees in Pakistan.