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The purpose of this study was to test the effects of the congruence of employees' current versus ideal performance appraisal system on performance appraisal attitudes. This in turn was assessed as to its predictive relationships with affective organizational commitment and turnover intentions. Continuance organizational commitment and job performance were also assessed in the model. A total of 149 surveys were completed by employees of post-secondary institutions and were employed in academic, clerical, professional, and managerial positions. Performance appraisal congruence positively predicted performance appraisal attitude, which then predicted affective organizational commitment and turnover intentions, supporting the importance of person-performance appraisal fit in the organizational behavior literature. The results are discussed in terms of the relevance of these findings in theory, research, and practice.
Whiting et al. (Mon,) studied this question.