Paper Title
Employees’ Perception of Performance Appraisal and its Impact on Turnover Intentions: A Study of IT Firms in Malaysia

Abstract
Purpose: This study analyzed employees’ satisfaction on the accuracy of performance appraisal and fairness and its turnover intentions. Design/methodology/approach: Data were collected from 170 employees of companies in the IT industry, and the data were analyzed using the structural equation modeling (AMOS) technique. Findings: The results confirmed that distributive justice significantly contribute towards the prediction of performance appraisal satisfaction, followed by supervisor-employee relationship, and feedback and coaching accuracy. Employees’ performance appraisal satisfaction, procedural justice, and informational justice are negatively associated with turnover intentions, where lower employee satisfaction levels resulted in higher turnover intentions, and vice versa. Originality/value: This study contributes to the knowledge on how performance appraisal is perceived from the perspective of employees’ and the significance of the factors contributing to its effectiveness and employees turnover intention. Keywords - Performance Appraisal, Accuracy, Fairness, Turnover Intentions, IT firms, Employees