Figure 2.
The conceptual framework presents relationships among communication processes, employee decision making, theoretical concepts, and performance appraisal outcomes. On the left is a vertical rounded box divided into 3 sections. The upper section is labelled Formal Communication, organisational policy. The middle section is labelled Employee decision making. The lower section is labelled Informal communication, meta communication and social networks. Arrows connect Employee decision making with 3 oval shapes labelled Psychological Contract, Social Capital Theory, and Meta Communication. Psychological Contract and Meta Communication connect to an oval labelled Aligned to the Performance Appraisal using dashed arrows. Social Capital Theory connects to the same oval using a solid arrow. From the Aligned to the Performance Appraisal oval, one arrow points to a box labelled Contribution to Theory. This box lists new perspective of existing model and new combination of theoretical blend. Another arrow points to a box labelled Contribution to Practice. This box lists identifying the block to Performance Appraisal effectiveness, how to manage the Psychological Contract, and management role as key factor.Integrated theoretical framework
Source: Authors’ own work