Study On The Influence Of Rater’s IPT On Ratee’s Justice Perceptions In Performance Appraisals

Performance appraisal is the central link in human resource management. It is always the common topic of both entrepreneurs and scholars. Successful performance appraisal helps to achieve corporate strategic goals. Perception of justice is also very important in terms of human resource management process. Personnel selection, personnel changes, performance appraisal, salary design and so on need to consider the relevant standards of justice and acceptance. Justice perceptions in performance appraisals are the important judgemental criteria of the effectiveness in performance appraisals. The injustice perceptions in performance appraisal will result in failure appraisal system. Thus improving the justice perceptions in performance appraisals should not be ignored as one of the elements of the organizational performance appraisal system design. Implicit Person Theory (IPT) is the assumption that individuals hold about the plasticity of personal attributes. An entity implicit person theory involves assuming that the personal attributes that influence human behavior are largely fixed. By contrast, an incremental implicit person theory reflects the assumption that such personal attributes are relatively malleable and able to be developed.Most scholars only research in the studies of IPT and justice perceptions in performance appraisals independently in recent years, only a handful of researchers have begun to focus on the relationship between the two. Although IPT has been conceptualized and shown to be a relatively stable disposition, there is also evidence that it can be modified with a compelling, self persuasion-based intervention. This potential intervention makes IPT a promising candidate for improving the justice perceptions in performance appraisals of the employees.We establish a model to interpret the relationship between rater’s IPT and ratee’s justice perceptions in performance appraisals based on a large number of studies of IPT and justice perceptions in performance appraisals at home and aboard, empirically analyzes the Influence mechanism of rater’s IPT on ratee’s justice perceptions in performance appraisals. It recognizes an important valuable, ratee’s IPT, which moderate the relation between rater’s IPT and ratee’s justice perceptions in performance appraisals. We use hierarchical multiple regression to analysis the data of 177 managers and 399 employees.The results show that:(1)rater’s IPT significantly influence ratee’s rater justice perception,appraisal rating justice perceptions and relevant interest justice perceptions (2)ratee’s IPT positively moderate the relation between rater’s IPT and ratee’s rater justice perception,appraisal rating justice perceptions and relevant interest justice perceptions.