An Empirical Study On The Relationship Between Perception For Justice In Performance Appraisal And Job Performance Of Civil Servants

The starting point of government departments to implement performance appraisal system is to inspire public servants, they hope to improve individual performance through the implementation of assessment, and thereby enhancing the quality and effectiveness of the Government's overall policy. However, it should be verified that how is the effective of their implementation. The Performance appraisal system of the organization is not only the way to promote personal productivity, but also related to the fair and reasonable distribution of material resources and organizational psychology, its biggest aim is to verification name and reality comprehensively, reward and punishment strictly,so it could be used as accurate and objective standards for human resources management, its meaning is the implementation of the principle of fairness. The performance appraisal of civil servants is involved in their salary, reward, promotion, learning and growth and other practical issues, unfair performance evaluation may lead to low levels of the management trust and cooperation between the colleagues, reducing organizational commitment, organizational citizenship behavior and increasing the tendency of resignation,so it results in low level of job performance. Scientific, fair and effective performance appraisal of civil servants is the objective requirements of achieving scientific development concept and building the performance-oriented government,but also an important tool to reflect the effectiveness of organization and employee, it really should be more concerned in practice and theory.This paper empirical study the relationship between the fairness of performance appraisal and the job performance of civil servants, the civil servants are the main body of governance, their performance is related to the overall development of the nation and people's well-being,so it is important to study the relationship between the two.To investigate the relationship between the sense of performance appraisal fairness and the job performance of civil servants, this study constructed the research model between three dimensions of the sense of performance appraisal fairness (distributive justice, procedural justice, interactional justice) and two dimensions of job performance (task performance, contextual performance). This peper investigated a total of 236 civil servants through depth interviews and questionnaire,after the exploratory factor analysis, confirmatory factor analysis,descriptive statistics, pearson correlation analysis, regression analysis and other statistical analysis, the main conclusions this paper draws are as follows:(1) The sense of performance appraisal fairness of civil servants is constituted by three dimensions of distributive justice, procedural justice, interactional justice. (2)The relationship between the sense of performance appraisal fairness and job performance is a significant positive correlation; The relationship between the dimensions of the sense of performance appraisal fairness and the dimensions of job performance is a significant positive correlation. (3) The sense of performance appraisal fairness has significant predictive ability of job performance; interactional justice and distributive justice has strong predictive ability of job performance, but procedural fairness does not have predictive ability; distributive justice and interactional justice has strong predictive ability of the each dimension of job performance, but procedural fairness does not have predictive ability. (4) Compared with the distributive justice,interactional justice has stronger predictive ability of job performance of civil servants.This study proposes some suggestions:The executive authorities should linke the results of performance appraisal of civil servants with wages and job promotion as soon as possible, carry out impartial interactive activities between the upper and lower, disclose the information of performance appraisal timely, they will help to improve the performance of civil servants. The results have certain reference value for the human resources management of government departments.