Research On The Impact Of B2C Employees' Performance Appraisal Fairness On Organizational Trust

Nowadays,the lack of trust in the society is more common,and increasingly erodes into the daily management of modern enterprises.How to enhance organizational trust has become an urgent problem for modern enterprise management.As we all know,fairness and justice are the core elements affecting trust,and employees sense of fairness in the specific organizational context of performance appraisal may be the key to enhancing organizational trust.With the continuous expansion of the global e-commerce market,the rapid development of B2 C e-commerce enterprises is facing a general lack of trust challenge.So what is the level of performance appraisal's fairness and organizational trust of B2 C e-commerce employees? Will employees' sense of fairness in performance appraisal improve corporate organizational trust? If so,does psychological contract plays an intermediary role in it? In order to answer the above questions,this paper systematically proposes and verifies the theoretical model between the fairness of performance appraisal and organizational trust,and gives corresponding management suggestions based on the corresponding research conclusions.The paper takes B2 C e-commerce employees as the research object,and puts forward the influence mechanism between performance appraisal fairness and organizational trust based on theoretical analysis.Then obtained 237 valid data,the hypothesis is verified and the following conclusions are drawn:(1)In B2 C e-commerce enterprises,employees' sense of fairness in performance appraisal,psychological contract and organizational trust differ in different gender,educational level and working years.In terms of gender,the fairness of performance appraisal and leadership trust of male employees in B2 C e-commerce enterprises are significantly higher than that of female employees;in terms of educational level,the level of enterprise trust of graduates(including)or above is generally lower than other education levels.The colleague trust level of the junior college staff is higher than that of other education level.In the terms of working years,the level of distributive fairness and interactive fairness in performance appraisal of B2 C e-commerce employees over 10 years is significantly higher than that of other employees.(2)In B2 C e-commerce enterprises,employees' sense of fairness of performance appraisal is positively correlated with organizational trust.Specifically,the interactive fairness of performance appraisal has a significant positive correlation with enterprise trust,leadership trust and colleague trust;the distributive fairness of performanceappraisal and the procedural fairness of performance appraisal have a positive impact on enterprise trust,leadership trust and colleague trust,but not significant.(3)In B2 C e-commerce enterprises,employees' psychological contract is positively correlated with organizational trust.Specifically,transactional psychological contract is positively correlated with leadership trust;relational psychological contract is positively correlated with enterprise trust,leadership trust and colleague trust;developmental psychological contract is positively correlated with enterprise trust and colleague trust.(4)In B2 C e-commerce enterprises,employees' psychological contract has the mediating effect between the fairness of performance appraisal and organizational trust.Specifically,the relational psychological contract has a full intermediary role between the interactive fairness of performance appraisal and enterprise trust,a partial intermediary role between the interactive fairness of performance appraisal and leadership trust,and a full intermediary role between the interactive fairness of performance appraisal and colleague trust.The developmental psychological contract has a partial intermediary effect between the interactive fairness of performance appraisal and enterprises trust,and a partial intermediary effect between the interactive fairness of performance appraisal and leadership trust,and a partial intermediary effect between the interactive fairness of performance appraisal and colleagues trust.