Research On The Relationship Between Justice Perception Of Performance-based Pay And Work Attitudes Of Institution Staff

In recent years, lots of scholars pay more attention to performance management and performance-based pay. From January 1st,2009, our institution began to implement performance-based pay system, which is designed to regulate the payment of wages, motivate staff and mobilize the enthusiasm of staff. However, during this period, we found that some people have suspected the payment of performance-based pay and the process of performance assessment, and the implementation of performance-based pay led some staff to produce negative thoughts, and so on. Some researches have pointed that staff's justice perception of salary would affect their work attitude, work behavior and work performance. Did our institution staff's justice perception of performance-based pay affect their work attitude?Firstly, based on the literature reviews on the related theories, this study will divide justice perception of performance-based pay into two-factor dimensions which are distributive justice and procedural justice, and divide work attitude into tri-factor dimensions which are job satisfaction, work involvement and organizational commitment. Secondly, this study builds a research model and puts forward six hypothese. Thirdly, this paper takes institution staff in Yangquan city as examples, and selects the six counties of the teachers to collect data. This investigation issued 300 survey questionnaires, recovered 213 valid questionnaires, and the effective recovery rate reacheed 71%. Findly, this study uses the statistical software SPSS 11.5 to sort out the questionnaire and analysis.The hypothesis testing results include the followings aspects. All of the assumptions have passed the testing expect for the hypothesis 'distributive justice of performance-based pay and work involvement has positive correlation'. The conclusions of this study include: Firstly, institution staff's distributive justice, procedural justice of performance-based pay are low, and their job satisfaction, organizational commitment and work involvement are not very good. Secondly, institution staff's distributive justice, procedural justice and job satisfaction all has positive correlation. And the correlation and the influence between distributive justice and organizational commitment are showed the positive obviously. Thirdly, the correlation and the influence between distributive justice, procedural justice and the working attitude are showed the positive obviously. Finally, institution staff's procedural justice of performance-based pay and work involvement has positive correlation.