Research On The Relationship Between Justice Perception Of Performance Incentive System And Employees’ Job Performance

Institutions of the progressive implementation of performance salary system are mainly for staff motivation, resulting in high performance. In addition to concern the basic wage, the staff pay more attention to performance awards. Performance reward system relates to employees of the direct economic incentives, endowment insurance, medical insurance, industrial injury insurance, unemployment insurance and other indirect economic incentives, and the realization of self value, the work environment of economic performance award. However, the formulation and implementation of performance incentive system are fair and reasonable or not in relation to the staffs working enthusiasm, which influence their job performance. Unfair performance incentive system enables employees to reduce organizational trust, input and output ratio imbalance, low job performance level, then affects the entire organization development. Fair performance incentive system is an important step for institutions to carry out performance salary system reform, also on behalf of the staff work value effectively and on the efforts of employees trust. Therefore, how to through justice perception of performance incentive system to improve employees’job performance.which has certain theory significance and the practice value.The purpose of this study was to explore the relationship between justice perception of performance incentive system and employee’s job performance in the current institutions performance work system reform situation. In the domestic and foreign relevant theoretical reference, combined with the characteristics of institutions to build the research model, at the same time, put forward six hypotheses. The research hypothesis is the main content of different individual attributes of performance incentive system fairness difference analysis, the performance difference analysis, as well as the performance incentive system of distributive justice and task performance, performance incentive system of distributive justice and contextual performance, performance incentive system of procedural justice and task performance, performance awards the system of procedural fairness and associated performance relationship. This paper mainly uses questionnaires to institutions by stratified sampling method and selected the municipal and provincial four public hospital staff in Shijiazhuang to question and data collect. A total of500questionnaires were sent out. recycling questionnaire300, effective questionnaire217, the effective rate of recovery is72.3%. Then, through the SPSS17.0on the relevant data analysis, descriptive statistics analysis, Pearson correlation analysis and regression analysis, then test of hypothesis.Research hypothesis results except " employees due to its individual variables, performance incentive system of justice and Job performance are significant difference’ which do not pass inspection, other hypotheses are tested. The study found that the different individual variables on performance and incentive system of justice job performance were certain difference, while the performance incentive system of distributive justice and procedural justice is higher, the corresponding employee task performance and contextual performance is higher, which show performance incentive system of justice and job performance of employees in each dimension that have positive correlation and regression.