A Study On The Equity Of Performance Evaluation Of Staff In Public Institutions

Since Adam Smith first proposed the concept of fairness, justice has been one of the most important theoretical and practical field of human resources management. It has got widely attention and research. Begining from organizational justice, the study of justice closely connected with all areas of human resource management modules. On the other hand, with the promotion of the personnel reform of public institutions, performance assessment and its effectiveness has attracted more and more attention, It’s related to career development of each institution staff, including pay, promotion, etc., Reviewing the literature, fairness perception in performance appraisal is found as the core elements of its direct impact on the level of working attitudes and working behaviors of institution staff. Therefore, some scholars argue that the fairness perception in performance appraise is the best method to measure its effectiveness by studies of different samples.Based on the theory of fairness perception in performance appraisal and performance management theory, and the study on post setting management in public institutions in Beijing, taking institution staff for the study, this paper tries to solve the following problems: Firstly, the fairness perception in performance appraisal level; Sex, education, industry and other differences would affect it? Secondly, which structural factors in performance appraise would influence the performance appraisal system? To answer these questions, by quoting scholar Zhang Yongju’s performance appraisal Justice Scale and self-evaluation of the effectiveness of performance appraisal system scale, this paper surveyed 343 institutions staff, combining with literature review and empirical research, its main conclusions are:(1) The fairness perception level in performance appraisal of the institution staff is upper level, the logistics staff enjoy the highest fairness perception, and for the level of administration staff and technical staff are at an intermediate level.(2) From the existing data, the difference between the industries has a significant impact on the fairness perception in the samples of logistics and technical staff; Gender, age, education level and age have no of these two samples. And all demographic variables was not significant on the fairness perception level of administration staff.(3) By using the stepwise regression analysis, we found that the predictors of the fairness perception in performance appraise in logistics staff are system knowledge, rater, comprehensiveness, assessment frequency, goal setting application, compensation decisions application, promotion applications; the predictors for the technical staffs are institutional understanding, assessment body, assessment methods, goal-setting applications, improve application performance and promotion applications; the predictors for the management staffs are institutional understanding, indicator settings, comprehensiveness, frequency of assessment, goal setting application, promotion and compensation decisions application.Based on these findings, the paper puts forward suggestions for classified management and the downside of the study, and in-depth research in the future study,.