ISSN- 2394-5125 VOL 7, ISSUE 13, 2020 2871 THE IMPACT OF AGE, WORKING TENURE, AND PERFORMANCE ON THE FAIR APPRAISAL PRACTICES OF PAKISTANI LISTED COMMERCIAL BANKS Ume Sumayya 1 , Dr. Abdul Raziq 2 1 Assistant Professor, Business Administration Department, Iqra University, Karachi, Pakistan 2 Professor & Dean, Faculty of Management Sciences, University of Laralai, Baluchistan, Pakistan Email: sumayya@iqra.edu.pk Received: 14 March 2020 Revised and Accepted: 8 July 2020 ABSTRACT: Many organizations use very different appraisal techniques to judge their employees‘ performance. This research is investigating the impact of age and working tenure on employee satisfaction through a proper channel of appraisal system practices. Data were collected using a self-administered survey of Commercial banks and moderation analysis was employed to test the study‘s hypotheses. The outcomes of the study show that the performance of the employees and managers who were provided with a fair justice approach in the appraisal system were more loyal, committed, and satisfied with their work as well as the organization. However, the effect of the moderator as age was weaker in the relationship followed by the strongest relationship of working tenure as a moderator. In conclusion, to improve a fair PA method, this is a good approach to be adopted by the companies to communicate properly to their employees and managers, regarding the process, so that better outcomes and satisfaction for both sides can be created. This research is contributing to the management field in enhancing and developing a fair evaluation system practice in the organization for the growth and satisfaction of employees and an employer. KEYWORDS: fair appraisal system; performance; employee satisfaction; age; working tenure; banking sector; Pakistan I. INTRODUCTION The PA process is considered the most significant and effective management practice in any corporate organization. The failure to implement any appraisal system is based on inequality or injustice, which leads to dissatisfaction among employees, reduces outcome results, and increases turnover (Shrivastava & Purang, 2011). This research targets the banking sector in Pakistan regarding the perception of fair appraisal system practices. Performance management was introduced into several organizations to assist and improve worker performance. Performance management is concerning connecting structure visions and goals to individual worker performance, however truly it needs a variety of activities. For instance, it needs organizations to acknowledge the strategic goals they need to attain that should relate to clear objectives that offer basic clarification on however these goals ought to be achieved. Then the objectives are divided into very different divisions, teams, and individual roles and duties (Panatik, 2012). A performance appraisal system (Aureli & Salvatori, 2012) also focuses on improvement in employees‘ jobs, which leads to employee satisfaction. Employees leave the job when they are not satisfied with the organization‘s PA system and as soon as they get a new opportunity they quit from their jobs. The reason for dissatisfaction may be due to the unfair performance appraisal system practice, in which employees sense something wrong in the judgment system, so it is expected and predictable that when they are unsatisfied with the evaluation system they leave the job. The reasons for resigning from the job are criteria of evaluation, for assigning the intrinsic reward and when employees fail to receive a salary increase, they are more likely to leave their job. The present study is interested in the process-focused approach by testing an alternative conceptualization of how individuals form fairness or justice reactions to performance evaluation systems. Specifically, the current analysis examined, how, the operations influence role by subordinates affected their perceptions of the fairness of a PA method via age and dealing tenure of the people by effecting the appraisal method. The research is targeting the banking sector in Pakistan for the perception of the justified appraisal system. Many studies have investigated the banking industry of Pakistan but there is less evidence found for the research study on the moderation effect of age and working tenure on the perceived PA system. So, the reason for selecting the banking Industry of Pakistan-Karachi is to plug that space of research.