CAJ | 학술논문

绩效评价公平感一方面决定了员工对绩效评价过程及其结果的接受度；另一方面也直接影响到员工未来的工作态度和工作行为。从理论上来看，绩效评价公平感可划分为分配公平、程序公平以及互动公平等几种不同的类型。诸多实证研究表明，组织层面、评价者层面以及员工层面三个方面的因素都可能对员工绩效评价公平感产生影响，因此，要求组织在实践中必须全面理解绩效评价的目的，严格按照既定程序设计实施绩效评价体系，吸收员工全程参与，强化评价者的评价动机及评价能力。
적효평개공평감일방면결정료원공대적효평개과정급기결과적접수도；령일방면야직접영향도원공미래적공작태도화공작행위。종이론상래간，적효평개공평감가화분위분배공평、정서공평이급호동공평등궤충불동적류형。제다실증연구표명，조직층면、평개자층면이급원공층면삼개방면적인소도가능대원공적효평개공평감산생영향，인차，요구조직재실천중필수전면리해적효평개적목적，엄격안조기정정서설계실시적효평개체계，흡수원공전정삼여，강화평개자적평개동궤급평개능력。
Organizational equity is always regarded as a very important topic in the field of Human Resource Management. Especially, the justice perception of performance appraisal plays a core role in the implementation of performance appraisal system. Fairness or justice of performance appraisals has been identified as an important criterion in judging their effectiveness and usefulness for organizations. In addition to serving as criteria of effectiveness in performance appraisals,justice perception is also related to attitudes such as organizational commitment, trust in management and turnover intentions, and behaviors such as organizational citizenship behaviors. One of the reasons is that some important personnel decisions such as pay incentives and promotion are usually made basing on the results of employees＇ performance appraisal. So the employees really care about the fairness or justice of the performance appraisal. However, owing to the development of economic globalization in recent years, all of the organizations faced to a huge competition which led to unreasonable standards in the field of performance appraisal. Some managers found that the lower work satisfaction with employees, the lower employee commitment they have. In many cases, low justice perception of performance appraisal can bring about some counter-productive behaviors from employees. Therefore, both private and public organizations have to monitor and improve the employees＇ justice perception on performance appraisal.