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Performance Management And Its Effects On Organizational Justice

Posted on:2004-08-13Degree:MasterType:Thesis
Country:ChinaCandidate:S H WangFull Text:PDF
GTID:2156360092493224Subject:Basic Psychology
Abstract/Summary:PDF Full Text Request
Good performance is the objective of organization. The performance of an organization is implemented by the individuals. For the Chinese enterprises which are competing with those from developed countries after China enrolled in WTO, the management on the individuals' performance carries more realistic significance. While researches on performance management have been undertaken by many western countries, the work of domestic scholars was limited by the introduction to the western research conclusions and theories without application and demonstration. How about the performance management dimensionalities of domestic corporations? How the performance management influence the organizational justice of the employees? What is the difference between the performance management of China and other western countries? This thesis tries to approach the answers to the above questions by conducting a performance management questionnaire and researches on the performance management influence the organizational justice of the employees.Two methods of interview and questionnaire were adopted to conduct the research. There are 3 steps: first, scheme the questionnaire based on the results of the interviews with the domestic HR, which aimed to get a comprehension of the domestic performance management details. 9 graduates who major in human resource management and 11 non-professionals were invited to give analysis on the phrase acceptation and item dimensionalities of the items. Finally a predictive questionnaire with 40 items was decided. Second, prediction, exploratory factor analysis was conducted on the 296 recalled valid questionnaires, from which 7 dimensionalities of performance management were extracted: definition of the job objectives; participation of the individuals on the objective items; feedback on the employee performance; support on the employee work; evaluation on the employee performance; performance related pay; performance praise. At the same time reliability and validity of the questionnaire was analyzed, which led to the formalperformance management questionnaire with 37 items. Third, the formal performance management questionnaire executed. Confirmatory factor analysis, reliability analysis and validity analysis were conducted on the 430 recalled valid questionnaires. The results showed satisfied reliability and validity of the questionnaires. Research on the effects of performance management on organizational justice was done in this thesis, which indicated that, the performance management is closed related to the different dimensionalities of the organizational justice, but the different dimensionalities of the performance management have different predictive capability over the organizational justice. Besides the influence of demographic variables on the performance management were analyzed, which show the influence on the performance management from employees' occupation, education, age, gender.
Keywords/Search Tags:performance management, performance management questionnaire, organizational justice
PDF Full Text Request
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