The Study On Perception Of Justice In Performance Appraisal And Its Impacts On Knowledge Worker’s Work Performance

Organization relating to staff a fair distribution of motivation and leadership and colleagues, a team environment, coherence, organizing cultural and organizational performance establishment of such problems, human resources management and staff recruitment in selected, performance appraisal, employee training and incentives have become more effective human resources system, and performance appraisal system in human resources to play an important role, so fair and objective of the performance appraisal is human resources department hope to achieve. Another noteworthy is that the organization to increase staff for the organization with a sense of belonging, and to improve staffs work performance, but existing research was not in the performance appraisal fairness, organization and work performance of the relationship between the three, the empirical research very less. This study in a knowledge of the staff to study, to the relationship between the three.This paper through to chengdu, sichuan of employees in the field research and obtain an effective form of304by the initial survey the effectiveness of the analysis, the gender factor analysis of the CFA for a formal letter to the questionnaire survey results, the use of the factors for the analysis, the relevant analysis and test results from the equation, the structure of the model assumptions has a testament to the conclusion that the institute include:Single factor analysis confirmed that the joint venture or preliminary foreign trade enterprises and state-owned and run the program, equitable, fair to the interactive nature. the age difference,30years old age group with other age groups in the process fair, interactive fair are remarkable differences; education background, the staff education background knowledge performance appraisal for the fairness of the three dimensions are no significant gender difference; Staff belong to the nature of joint venture enterprise, or foreign trade enterprises to the fair, the interaction between justice and the state-owned and private institutions, or private sector companies significant gender difference.Use model is verified through organizational structure of the equations with the mediation role. through the knowledge structure of the equation model for the performance appraisal fairness, organization and work performance and identify with the knowledge, and found that staff performance appraisal fairness can significantly improve staff of the organization, and organization of work performance and identify with a tremendous impetus to our knowledge, the organization in the performance appraisal fairness and work performance of the relationship between the role of intermediaries.The main points of this research mainly include research, the method of angles:The angles with the documents through the process, discovery of the organization and fairness of research has been a more mature, the fairness of the organization of the performance appraisal research is little fairness, especially in the performance appraisal fairness to the work performance of the mechanism on the identity of the organization of the model is not much effect. Therefore, this study is integrated with chinese enterprises and cultural background, a knowledge of the staff as this research study of the knowledge and the establishment of staff performance appraisal fairness, organization and work performance and identify with the three variables model, the paper on the model for inspection.This research by experience in the analysis of the investigation. and, with spss16、lisrel8.7, etc. statistical software for a formal investigation of the questionnaire survey data analysis and structure of the equation model analysis. Through a testament to the identity of the organization of a variable and the results of the variables for knowledge, the performance appraisal fairness, organization and work performance with three variables within a mechanism of the model assumptions, the conclusion of rigor,can provide for the business equivalent of management advised.In spite of this article by empirical studies of the conclusions and performance appraisal made the suggestion, but caused by human, material and to my knowledge of this study, there are still many of the study, by study and improvement measures to expand the scale of knowledge and influence the performance appraisal fairness and work performance of other agencies are variable, and adjustments will and to deepen.