Abstract
This paper examines the employee perspective of the expectations, both positive and negative, of the Performance Appraisal in the context of Social Capital Theory that impacts on the Psychological Contract. In order to determine the underlying basis of why employees have a negative view of the performance appraisal process, a study was undertaken to examine the perspective of management promises, perceived or actual, and the impact this has on the employee Psychological Contract. A qualitative study on a sample of 162 participants across multiple countries within different sectors and age groups, identified findings of gender differences in relation to Social Capital Theory expectations, and that management are not being held accountable for promises, whether implied or actual, which directly impacts on employee engagement, productivity, and view of management integrity within the workplace.