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dc.contributor.authorTan, S.
dc.contributor.authorLau, James (Chong M.)
dc.date.accessioned2017-01-30T12:51:14Z
dc.date.available2017-01-30T12:51:14Z
dc.date.created2015-03-03T20:13:59Z
dc.date.issued2012
dc.identifier.citationTan, S. and Lau, J.(C.M.) 2012. The Impact of Performance Measures on Employee Fairness Perceptions, Job Satisfaction andOrganisational Commitment. Journal of Applied Management Accounting Research. 10 (2): pp. 57-72.
dc.identifier.urihttp://hdl.handle.net/20.500.11937/26001
dc.description.abstract

This research examines how the use of nonfinancial performance measures for employee performance evaluation affects three employee outcomes - procedural fairness, job satisfaction and organisational commitment. The results, based on a sample of 130 managers support our expectations. They indicate the following. First, nonfinancial measures have a significant direct effect on procedural fairness. Second, the effects of nonfinancial measures on employee job satisfaction and organisational commitment are indirect through procedural fairness. Finally, the results for the nonfinancial measures model are similar to those of the financial measures model. These results may have important theoretical and practical implications on the choice of performance measures for performance measurement and evaluation.

dc.publisherInstitute of Certified Management Accountants
dc.relation.urihttp://connection.ebscohost.com/c/articles/84370042/
dc.titleThe Impact of Performance Measures on Employee Fairness Perceptions, Job Satisfaction andOrganisational Commitment
dc.typeJournal Article
dcterms.source.volume10
dcterms.source.number2
dcterms.source.startPage57
dcterms.source.endPage72
dcterms.source.issn1443-9905
dcterms.source.titleJournal of Applied Management Accounting Research
curtin.departmentSchool of Accounting
curtin.accessStatusFulltext not available


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