The Chain of Fairness Perceptions

This study investigates the psychological mechanisms through which performance appraisal fairness influences job performance, drawing on self-determination theory and organizational justice theory. Using a cross-sectional survey of 2,807 employees across multiple industries with structural equation modeling, we tested a sequential mediation model. Results demonstrate that performance appraisal fairness significantly enhances intrinsic motivation (β = .803), which subsequently promotes work flourishing (β = .749), ultimately leading to improved job performance (β = .254). Multiple mediation analyses confirmed that the relationship between fairness and performance is primarily mediated through the sequential pathway of intrinsic motivation and work flourishing (indirect effect = .374, 95% CI [.331, .417]). The findings reveal how fairness perceptions cascade through psychological mechanisms to influence employee outcomes, offering important implications for designing performance management systems that not only evaluate but also motivate and develop employees.