Abstract
ABSTRACT
This paper builds on the work of Spence and Keeping (2011), which recommended studying conscious rating distortion within motivational frameworks. I applied organizational justice theory to explain this phenomenon. This paper also discusses the view that fairness should be promoted over accuracy in performance appraisal. The paper suggests that conscious rating distortion is constructive deviance.
Keywords: perceived justice, conscious rating distortion, performance appraisal, constructive deviant behaviour.