Research In University Teachers' Performance Management System Based On The Theory Of Organizational Justice

University,as the special organization,the teachers' sense of fairness will affect teachers' attitudes and behaviors,which will affect their enthusiasm and work efficiency.The teachers have their particularities,so the realization of the sense of fairness has the characteristics of complexity and uncertainty.How to improve the sense of fairness of teachers in university is worth further exploring.The theory of organizational justice is provided a powerful theoretical tool and a ne w research perspective for us to understand and analyze the status quo and the reasons of the implementation of further teachers' performance management system for imperfections.It is the main problem in this paper that how university teachers feel about the fairness of performance management system,what causes the imbalance of fairness,how to establish an effective fair environment and how to improve the fairness of university teachers.In this study,"the implementation of a fair sense of university teacher 's performance management system" refers to the fair sense of the implementation of the performance management system among the teachers of the same job type within the organization.Based on the existing researches,it puts forward that the main measurement indicators of the implementation of fairness in university teacher performance management system are input factors,reward factors and self-fairness in this paper.It is planned to explore the status quo of implementation of fairness in university teachers' performance management system through empirical methods.Using Adams' s “fairness theory” as a research tool and using the basic core concepts of “value fairness”,“procedural fairness” and “interactive fairness” as the analytical framework,294 respondents were surveyed and interviewed.The status quo is shown that: When the surveyed university teachers are compared with their colleagues in the same type of work,they have a low sense of fairness,and do not believe that the returns obtained are directly proportional to the investment;through the related analysis found that the return factors are positively correlated with each other and with self-esteem.The sense of fairness is positively correlated;through regression analysis found that the factors of return have important influence on self-esteem and fairness in different degrees.Through comparative analysis found that different gender,age,length of service,job title,subject,position,and different types of schools caused their differences in the fair perception of the university teacher performance management system;through interviews found that the performance management system of university teachers in the internal reward and there are certain problems in external rewards.Then the author found that the reasons affecting the fairness of university teachers are shown that: lack of unit salary system in value fairness,lack of title promotion in procedural fairness,and lack of institutional culture environment in interactive fairness.Based on this,it puts forward the following suggestions in this paper: Intrinsic motivation and external motivation for university teachers' performance management system.Including the teacher's salary system based on Value Fairness,promotion and de velopment of university teachers' titles based on procedural fairness,and institutional cultural environment based on interactive fairness.