Employee Performance Evaluation Of A Sense Of Fairness And Organizational Commitment, Organizational Citizenship Behavior Research

This paper focuses on employees' perception of justice in performance appraisal, tests the relationship between justice and OC(organizational commitment) and the relationship between justice and OCB(organizational citizenship behavior), explores the interactive effects of justice on OC and OCB. Also, it explores the moderating effects of employees' characterstics on the relationship between justice and OC and the relationship between justice and OCB.Based on reading and analying many study literatures, this paper proposes a basic study model and proposes the corresponding hypothesizes. And then, in order to validate the model, the author distributes questionnaires to employees who come from enterprises of Hangzhou, Ningbo and Wenzhou, all of which lie in Zhejiang Province. After processing these data using SPSS 11.5, the author draws four conclusions as follows: (1) Interpersonal justice and informational justice can be seen as two dimensions independent of procedural justice and distributive justice; (2)As a whole, perception of justice in performance appraisal can affect employees' OC and OCB, but, on idiographic dimensions, there are some differences in the effects of dimensions of justice to dimensions of OC and dimensions of OCB, which makes out a fact that the relationship between justice and OC and the relationship between justice and OCB are two relationships of n to n; (3)Dimensions of justice interact to influence OC and OCB, in other words, one dimension's effect on OC or OCB depends on the level of other dimensions. To say that one dimension can cause greater influence on one effect with no limit is not scientific; (4) Some characterstics can moderate the relationship between justice and OC and the relationship between justice and OCB. Justice can cause remarkable influence on one kind of employees , but perhaps not on other.