This paper investigates the role of feedback quality and voice in performance evaluation. A model is developed and tested in which feedback quality and voice enhance procedural fairness perceptions (procedure effects), and procedural fairness perceptions in turn lead to different positive reactions (fair process effects). Voice is distinguished in instrumental and non-instrumental voice. The findings based on questionnaire data from 60 early career accountants show that the two components of voice and feedback quality are uniquely associated with procedural fairness perceptions, and through procedural fairness with distributive justice, trust in superior, and satisfaction with the appraisal review. Beyond these fairness effects, feedback quality is directly associated with satisfaction with the appraisal review and distributive justice, while instrumental and non-instrumental voice are directly associated with interpersonal trust in supervisor. Thus, feedback quality is mainly associated with outcome-based effects, while voice primarily enhances relational effects. These findings show that feedback quality and voice serve important but different roles in performance evaluation and help promote positive attitudes and behaviour of employees beyond fair process effects
