Performance appraisal is an ongoing process between managers and employees. In fact, the fairer the process in designing the performance appraisal, the better the employee satisfaction. However, realizing fairness in performance appraisal process is a tedious task. The main objective of this study is to investigate the relationship between how employees may perceive fairness of performance appraisal system and how this would affect work performance and intention to leave. This investigation is likely to be executed among physicians working in the health sector in Qatar. In order to achieve this objective, a model is framed and investigated where about one hundred physicians respond to a questionnaire which was designed in order to assess the performance appraisal satisfaction. Statistical results show a partial positive relationship between organizational justice (in-terview, and outcome) and performance appraisal satisfaction. Moreover, partial positive relation-ship between performance appraisal satisfaction and work performance is statistically proven. Differently, a weak relationship is noticed between intention to leave and perceiving fairness in performance appraisal.

The purpose of this research is to determine the effects of transactional leadership on occupational stress and their effects towards employee work performance using plantation companies in the Riau province as a case study. In this research, the population of the study covers all the plantation company field managers who operate in the Riau province. 196 respondents who were field managers from large plantation companies in the Riau province were taken as sample. The data analysis tech-nique utilized in this research is the Structural Equation Modelling (SEM) analysis using the SPSS AMOS 22 program. The research results reveal that: (1) Transactional leadership has a significant effect on occupational stress. (2).Transactional leadership has no significant effects on work Performance. (3) Occupational stress has a significant effect on work performance.