| Abstract [eng] |
The perception of fairness by employees is a crucial aspect that can impact their trust and motivation within an organization. Research indicates that providing feedback is one of the practices in which the behavior of managers can have a significant influence on employees' perception of fairness. When managers behave fairly, it creates trust, reciprocity, and collective commitment, which leads to better collaboration and more effective results. Studies show that direct communication between managers and employees, with frequent mutual feedback, can also enhance overall organizational justice. Feedback conversations can help managers gather information about perceived fairness violations and employee attitudes towards them. Research indicates that organizational leaders often do not sufficiently consider the fairness component of the SCARF model, and thus, leadership practices in organizations need to be improved to create a climate of fairness and trust. Therefore, it is essential to conduct such studies to better understand how the behavior of managers can affect employees' perception of fairness and the overall culture of the organization. Object – the impact of a manager's behavior on employees' perceptions of fairness through the provision of feedback. Objective – to reveal the impact of a manager's behavior on employees' perception of fairness providing feedback. The key findings suggest that the behavior of a manager affects employees' perception of fairness. The number of manager behaviors that have an impact on this perception varies depending on the nature of the feedback provided. Regardless of whether feedback is given or not, the greatest direct impact on employees' perception of fairness is made when a manager presents feedback impartially based on collected data. This behavior is most significant even when the feedback is critical. In the case of balanced feedback, where the ratio of criticism and recognition is equal, the greatest impact on employees' perception of fairness is made when a manager objectively presents feedback or performance evaluation information, taking into account the effort put in by the employee rather than their personality or position. Additionally, in the case of balanced feedback, a manager's behavior towards an employee, such as being polite and respectful, also has an impact on the employees' perception of fairness. When feedback is perceived as recognition, the impact on employees' perception of fairness is made when a manager presents feedback impartially, shows an interest in the employee's opinion, and behaves politely and respectfully. It has been found that the more feedback is perceived as recognition, the more impact a manager's behavior has on employees' perceived fairness. |
