Empirical Research On Job Performance Justice Mechanisms Performance Evaluation

Along with China’s rising labor costs, corporate R&D costs soaring, manufacturing industry in China as a labor-intensive, low cost advantage is gradually lost its survival. To be effective management is becoming one of the hot spot in the research field of enterprise management. In recent years, in order to improve the management efficiency, more and more enterprises have to introduce and implement the performance evaluation system. Research results about the equity theory by scholars both at home and abroad show justice and employee performance has the very big relations, thus to manufacturing staff as the research object, in-depth study of manufacturing employee justice perception of performance appraisal, performance appraisal justice influence on their work performance, has a important meaning.This study first through the collection, access to a large number of related literature to determine the research topic, research object, research methods; followed by the literature review of performance appraisal justice, organizational commitment and job performance of the sort; then put forward the research hypothesis, research scale and a validity and reliability to test the questionnaire; then analyzed the correlation between the formal questionnaire; finally the best prediction model of performance appraisal justice on job performance through the verification of the assumptions model, and on this basis, the research conclusion and the suggestion are obtained.In this study, Guangdong Province, Shenzhen City, Dongguan City, Jiangsu Province, Wuxi City, Changzhou City, and Wenzhou manufacturing industry area of Zhejiang Province as the research object. Scientific verification scale of this study is the first to performance evaluation justice scale, organizational commitment scale, job performance scale is validity and reliability analysis, results showed that performance evaluation justice and organizational commitment are the three factor model, job performance is the two factor structure model, The three scale reliability respectively are0.833,0.809,0.848, The result is good.In order to study the manufacturing staff performance appraisal justice specific mechanisms on job performance, this study compared the justice perception of performance appraisal mechanism impact on job performance without price model, price model and mixed model. Results show that mixed model is the best prediction model on the performance mechanism; organizational commitment as mediator manufacturing staff performance appraisal justice mechanism impact on job performance; when there is no introduction of organizational commitment price variables in this one, the performance assessment of fairness have a direct significant predictors on job performance; after the introduction of organizational commitment as the middle variable, only interactional justice and distributive justice has a direct effect on the working performance, procedural justice influences affective commitment factor mainly through organizational commitment of job performance; emotional commitment as one of the three factors of organizational commitment, play an biggest role in the performance of fairness mechanism.