Abstract

This article investigates how organizational justice affects employee performance appraisal perceptions while considering equity sensitivity and exchange ideology. The study was conducted among banking sector employees in the Governorate of Buraimi, Oman. A total of 150 bank employees were interviewed using a survey questionnaire. The study found (a) a relationship between organizational distributive justice and the employee performance appraisal accuracy, (b) a relationship between organizational distributive justice and the employee performance appraisal fairness, (c) a relationship between organizational procedural justice and the employee performance appraisal accuracy, and (d) that the relationship between organizational distributive justice and employee performance appraisal accuracy was moderated by equity sensitivity. The study’s findings will help bridge the knowledge gap between organizational justice and employee performance appraisals and act as a stepping stone for future research.