Abstrak
Although there has been an increase in Performance Management (PM) literature over the years
arguing that PM perceptions are likely to be a function of PM process components and contextual
factors, the actual relationship between the contextual factors and employee satisfaction of PM
remains little explored. Extending previous research, this study examines relationships between
contextual factors and employees? PM satisfaction. Derived from the literature, these contextual
factors are motivation and empowerment of employees, role conflict, role ambiguity, perceived organisational
support, procedural justice and distributive justice. Seven directional hypotheses are
tested accordingly through a series of regression analyses. This article finds that these contextual
factors, with the exception of role conflict, are directly predictive of enhanced employees? PM satisfaction
at the Thai state enterprise.
