Abstract Performance appraisal systems are essential for managing employee performance, yet their success hinges on how employees perceive their fairness, relevance, and impact. Despite widespread implementation, a critical gap persists in understanding how such perceptions influence organizational outcomes like job satisfaction, engagement, and retention. The aim of this study is to systematically review empirical literature on employee perceptions of performance appraisal systems to identify key factors shaping these perceptions and their effects on organizational outcomes. Using the PRISMA framework, 415 articles were screened from Scopus and ProQuest databases, with 33 peer-reviewed studies (2014-2024) meeting the inclusion criteria. Through content and bibliometric analysis, the review identifies key perception-shaping factors: organizational culture, justice (distributive, procedural, interactional), appraisal accuracy, feedback quality, and transparency. Positive perceptions, particularly fairness and actionable feedback, correlate with improved motivation, satisfaction, commitment, and performance. Conversely, perceptions of bias or poor communication lead to disengagement and higher turnover intentions. The review also reveals sectoral and regional differences in how appraisals are perceived. Findings underscore the need for appraisal systems that align with employee expectations and organizational values. The study offers theoretical contributions to HR literature and practical guidance for policymakers and HR professionals. It recommends future research into AI-driven appraisal systems, employee co-design practices, and continuous feedback mechanisms to enhance fairness, transparency, and appraisal effectiveness.
Elabed et al. (Thu,) studied this question.