Research On The Impact Of Employees’ Perceived Fairness In Performance Appraisal And Organizational Commitment On The Effectiveness Of Performance Appraisal

Performance appraisal is often regarded as the most critical function of humanresource management; meanwhile, it is always considered as an essential way to motivateand cultivate talents, and the results of it often affect the process of a series of majormanagement decisions. In order to analyze how employees’ attitudes and behaviorsimpact the effectiveness of performance appraisal, this research thoroughly studied therelation between perceived fairness in performance appraisal and the effectiveness in it.We believe the explanation of the mechanism in the process could improve the efficientof human resource management in organizations.Firstly, an analysis about how the effectiveness of performance appraisal is affectedby employee perception of justice in performance appraisal was conducted based onorganizational justice theory. Before that, perceived fairness in performance appraisal wasdivided into four dimensions, which are distributive fairness, procedural fairness,interpersonal fairness and informational fairness. Also, we believe the effectiveness ofperformance appraisal consists of two dimensions, which are satisfaction in performanceappraisal and task performance. A non-mediated model, which interpreted the relationsbetween the four dimensions of perceived fairness in performance appraisal and the twodimensions of effectiveness of performance appraisal was constructed. At the same time,organizational commitment was introduced as a mediating factor. We analyzed themediation mechanism of the three dimensions of organizational commitment, which areaffective commitment, continual commitment and normative commitment.The findings showed that the relation between employee perception of justice inperformance appraisal and effectiveness of performance appraisal is positive. Moreover,the mediating effect of organizational commitment in the acting path was partiallyconfirmed. Consequently, perceived fairness in performance appraisal could directly andindirectly affect the effectiveness of performance appraisal with the mediating role oforganizational commitment. Thus, factors concerning the justices in the system ofperformance appraisal should be taken into consideration in order to improve employeeperception of justice in performance appraisal. Meanwhile, Organizational commitmentacts as an important factor to mediate the effectiveness of performance appraisal. So, webelieve human resource management would be optimized and the efficiency of an entireorganization would be improved after we carefully examine the factors related toperceived fairness in performance appraisal.