The Relationship Between The Performance Appraisal Satisfaction And The Employee’s Working Behavior:a Mediated Moderating Effect

As one of the basic values of social pursuit, the sense of justice has aroused wide attention since it was put forward. China is in the period of socialist transformation, so the sense of justice has become a hot research topic in society. Premier Wen pointed out in the Eleventh Session of the National People’s Congress that"Justice is more glorious than the sun", which shows that in the process of Chinese economic and social development, justice is an important issue. Human resources management within the organization mainly being reflected in the management system, and the results affect employee’s feelings and attitudes, thereby affecting their behavior. Organizational justice is the comprehensive perception of the internal staff to the organization, the satisfaction of performance appraisal plays an important role. But how to promote the construction of ethics culture and to improve the employees’ perception of justice are important issues in the organization. On the other hand, employees’perception of the fairness reflects the performance of employees in the organization, thereby affecting the organization development. In the process of this interaction, the impact of the working attitude and the ethical quality of the leader should not be underestimated. Based on above, it has important theoretical and practical significance to explore the employee’s performance appraisal satisfaction, employee’s work behavior and the interaction between the two.In this paper,395 employees from Beijing, Shandong and other places are participated in our research, we used the questionnaire survey method, including Performance Appraisal Satisfaction Scale, Employee’s Behavior Scale, Organizational justice scale, Ethical Leadership Scale(ELS),to tested and discussed the interaction model of the performance appraisal satisfaction, the working withdrawal behavior, the organizational justice and the ethical leadership. The results showed that the reliability and validity of each variable based on the above scale was good, which provided the basis for the relevant research.The results indicated that:(1) There was a significant negative correlation between the performance appraisal and the working withdrawal behavior.(2) Ethical leadership adjusts both the relationship between the performance appraisal and dimensions of the organizational justice as well as the working withdrawal behavior.(3) Of the three dimensions of the organizational justice, the mediating effect of the distributed justice and the procedural justice are significant, the interactive justice is not significant.The conclushions of this study is:(1) There was a significant negative correlation between the performance appraisal and the working withdrawal behavior.(2) Ethical leadership adjusts the relationship between the performance appraisal satisfaction and the organizational justice.(3) Ethical leadership adjusts the relationship between the performance appraisal satisfaction and the working withdrawal behavior.(4) The interaction between the ethical leadership and the performance appraisal satisfaction influences the working withdrawal behavior through the organizational justice.