Research On The Influence Of Procedural Justice Of Performance Appraisal On Organizational Citizenship Behavior

With social and economic development, the importance of human resources isincreasingly prominent, and as one core of the human resource management, performancemanagement is getting more and more concern from the theory and practice field. Becausethe purpose of performance management is to improve the overall performance ofindividuals and organization, so the contents including not only task performance, but alsoanother important factor, that is the behavioral performance, and organizational citizenshipbehavior is such an behavioral performance, although it is not included in a jobrequirement description, but its role in improving the overall performance of theorganization can not be ignored. The studys have found that organizational citizenshipbehavior will be affected by a number of organizational variable, the procedural justice ofperformance appraisal and the type of performance appraisal are included. Whether theimplementation of the performance appraisal process is fair, what type of performanceappraisal, will both affect the attitude and behavior of the staff in varying degrees.However, how the procedural justice of performance appraisal affects employees’organizational citizenship behavior, what different impacts will occur when organizationimplements different types of performance appraisal, and the mechanism of different typesof performance appraisal on procedural justice and organizational citizenship behavior,existing research has not yet given a clear answer, which needs further studys.In this study, performance appraisal procedural justice is a starting point, with usingthe combination of theoretical research and empirical research, we discussed therelationship between staff performance appraisal procedural justice and their organizationalcitizenship behavior in detail, and the mechanism of different types of performanceappraisal within the two factors in-depth. Specifically, first, on the basis of previous studies,we proposed the theoretical model and research hypotheses, the performance appraisalprocedural justice scale, the performance appraisal scales and the organizational citizenshipbehavior scale, and through the distribution and recovery of those scales, we collect data.Secondly, by using SPSS software, we conduct the statistical analysis of data collected,which mainly concludes a descriptive analysis, reliability and validity analysis, varianceanalysis, correlation analysis, regression analysis and other methods. Then, according tothe results of the analysis, we discuss the relationship between the performance appraisalprocedural justice, the organizational citizenship behavior and the mechanism of performance appraisal. Through a series of research, we can put forward the followingconclusions:(1)System procedural justice of performance appraisal is positively related toorganizational citizenship behavior;(2)Rater procedural justice of performance appraisal ispositively related to organizational citizenship behavior;(3)Assessment-orientedperformance appraisal is negatively related to organizational citizenship behavior;(4)Development-oriented performance appraisal is positively related to organizationalcitizenship behavior;(5)Assessment-oriented performance appraisal positively regulatesthe relationship between performance appraisal procedural justice and organizationalcitizenship behavior;(6)Development-oriented performance appraisal negatively regulatesthe relationship between performance appraisal procedural justice and organizationalcitizenship behavior. Finally, according to the findings, I put forward the correspondingmanagement recommendations and prospects for future research.The study can not only enriche the existing theoretical research and broaden theresearch perspective of related fields, but also helps companies and employees betterunderstand procedural justice of performance appraisal, performance appraisal types,organizational citizenship behavior and the relations among these variables in a certaindegree, which will consequently improve the level of performance management and theoverall performance of individual employees and organizations.