The Research Of The Relationship Among Performance Appraisal Justice、Organizational Commitment And Employee Engagement

Employees as a power source of corporate long-term development, and its impact on the degree of engagement state of the business to survive and develop in the market competition. Employee engagement of the high degree of the behavior to business or organizational results have a great impact, enterprises at the same time, employee engagement high, employees are willing to threw himself into the work of the enterprise, play to their maximum value, will bring a remarkable effect to the enterprise. However, the reality is that most of the employees are not dedicated, only a handful of employees maintain a high degree of professionalism in the enterprise work. In recent years, in order to find more and more effective methods to improve employee engagement, scholars and business managers studied many aspects for employee engagement, the sense of justice is often referred to by scholars.Based on this, on the basis of theoretical knowledge of the performance appraisal justice and organizational commitment and employee engagement, taking employees in Anhui Province as the research object, using the method of questionnaire survey to get the data sample, on the use of statistical software spssl9.0, this research were correlation analysis and regression analysis on the sample survey data obtained, to study the relationship between performance appraisal justice and employee engagement, And examined the mediating role of organizational commitment in performance appraisal justice and engagement relations.The main conclusions of this paper are:There was a significant positive correlation between employee engagement and performance appraisal justice, the three dimensions of performance appraisal justice is procedural justice, distributive justice and Interactive fair, and they all have a significant correlation with employee engagement, and that procedural justice employee engagement have significantly predict; there was a significant positive correlation between organizational commitment and employee engagement, and the dimensions of organizational commitment also have a significant positive correlation with employee engagement, and the effective commitment, continuous commitment and normative commitment to employee engagement have significantly predict; organizational commitment and its dimensions play a partial mediating role in the performance evaluation of the impact of fairness on employee engagement.This paper mainly contains six parts:The first part is the introduction, this part describes the research background and significance, introduces the research purpose, research methods, research content and process design, and points out the innovation of the research; the second part is on the theoretical basis and related research review, this part respectively on employee engagement, performance evaluation justice and organizational commitment concept, dimension structure and measurement methods are reviewed, also on the relationship between the three variables are analyzed, and provides a theoretical basis for the following research; the third part is the research hypothesis and the research model, based on the previous research, this part puts forward four main assumptions and parts of the hypothesis; the fourth part is the questionnaire design and test part, this part of the use of the questionnaire is described, at the same time to carry out the questionnaire of the reliability and validity of the test; the fifth part is data analysis and hypothesis testing, this part using spss19.0 of questionnaire data were correlation analysis and regression analysis, the study and put forward the hypothesis was verified; the sixth part is conclusion and prospect of research, this part according to the data analysis obtained the conclusion and put forward some suggestions for the management of enterprises, in the end, the shortcomings of the paper and future research prospect is explained.