A Study on the Effect of Evaluative Performance Appraisal on Coworker Rejection

Employee’s performance is a major issue in an organization. It is important to acknowledge the potential negative impact it may have on the appraisees’ emotions and psychology, which can lead to negative workplace behaviors. Based on the frustration-aggression theory and social exchange theory, the article constructs a relationship model between assessment-based performance appraisal and coworker rejection, and analyzes the mediating role of interpersonal trust. Using multi-temporal valid data from 351 employees from three enterprises, the regression modeling method and Bootstrap method were used for empirical testing. The results of the study show that assessment-based performance appraisal significantly and positively predicts employees’ perceived coworker rejection, and interpersonal trust mediates the relationship between assessment-based performance appraisal and coworker rejection. Organizations can leverage these findings to support managers in identifying negative functions of organizational HRM practices and enhance employee well-being for a more productive and supportive work environment. The findings from the analysis emphasize the importance of management potential in shaping better employee experiences and organizational success.