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Master's Thesis from the year 2016 in the subject Leadership and Human Resource Management - Employee Motivation, grade: 99.1, University of Leeds (Leeds University Business School), course: MA Human Resource Management, language: English, abstract: Forced distribution performance appraisal system is very prevalent, especially in big organizations. However, little quantitative field research on its different effects has been conducted. The purpose of this research is to study its effect on three components of employees' organizational commitment which are the employees' motivational force to perform the organizational goals, organizational citizenship behaviour and the employees' intention to leave the organization. In addition to exploring the direct effect, the role of the employees' perception of organizational justice in mediating its effect on the components of employees' commitment is studied as well. This research reveals that forced distribution performance appraisal system has a direct negative effect on employees' motivational force to perform the organizational goals, and directly increases employees' intentions to leave the organization. It also has indirect negative effects on employees' motivational force to perform the organizational goals and organizational citizenship behaviour and indirect positive effect on the employees' intention to leave the organization, those indirect effects are through the associated perception of organizational injustice.
