Researchers A Sense Of Fairness Of Performance Evaluation On The Impact Of Organizational Commitment

The organizational justice continues to be marked by several important research field in the modern organization behavior research. Organizational commitment is often measured as one of the most important effects of the organizational justice. Perception of justice in performance appraisal is individual's feeling of the procedure and outcome during the organizational performance appraisal. Organizational commitment is the comparatively extent of the staff commiting to the organization and the tendency of staff's attitudes. This research focuses on the S&T personnel of the college and graduate school in Zhejiang Province, analyzes the relationship between perception of justice in performance appraisal and organizational commitment of S&T personnel with demography variable based on the questionnaire database. The paper implicates that:(1) S&T personnel has high sense of perception of justice in performance appraisal, the sense of procedural justice higher than the outcome justice. The individual characteristics of different S&T personnel contribute to different degree of difference in their perception of justice in performance appraisal.(2) S&T personnel has high organizational commitment, the affective commitment higher than the continuance and normative commitment. The individual characteristics of different S&T personnel contribute to different degree of difference in their organizational commitment.(3) There is a significant positive correlation between the perception of justice in performance appraisal and organizational commitment. Each dimension of justice perception in performance appraisal is positively related to each dimension of organizational commitment. The organizational commitment has more correlation with procedure justice than outcome justice. The perception of justice in performance appraisal of S&T personnel has more correlation with commitment than continuance commitment and normative commitment.(4) Demography variable has certain influence on the relationship of employee's perception of justice in performance appraisal and organizational commitment. Some of the individual characteristics have buffer action between them: procedure justice and age, work experience, income, type of research subject, title, research award conduct a significant interaction to affective commitment, outcome justice and level of education, income, type of research subject, title, research award conduct a significant interaction to affective commitment; procedure justice and title, research award conduct a significant interaction to continuance commitment, outcome justice and age, marital status, income, type of research subject, title, research award conduct a significant interaction to continuance commitment; procedure justice and level of education, work experience, income, type of research subject, title, research level conduct a significant interaction to normative commitment; outcome justice and age, education level, work experience, type of research conduct a significant interaction to normative commitment.