The Study On How Perceived Fairness In Performance Appraisal Is Influencing Software Industry Employees' Turnover Intention

The development of Chinese software industry started at the beginning of the 21 th century.And after many years of development,the software industry has begun to take shape.Especially in recent years,with the strong support of national policies,the software industry has entered a period of rapid development.The gap between China software industry and internal software industry is becoming narrower and narrower.But from another sense,the competition among existing software companies is becoming tenser nowadays.In the software industry,the most important resource is human capital.In order to stay ahead of the competition,companies must value talents,make good use of them and retain them.Thus,improving employee satisfaction and maintaining employee stability are the core elements in enterprise human resource management.Besides,the turnover of employees may increase the management cost of the enterprise and reduce the operational efficiency of the enterprise.Turnover intention is an important significant variable and key index for predicting employee turnover.In order to understand the turnover intention of employees and control their turnover behavior,effective human resource management tools must be selected.And performance appraisal is generally considered as a universal and practical tool for modern human resource management.Though performance appraisal will affect employees' attitudes and behaviors,employees' responses to performance appraisal are more sensitive.Among the performance appraisal responses,the perceived fairness in performance appraisal is most important and representative.This research takes software industry employees as the research object and puts forward theoretical hypotheses through the study of a large amount of documentation.Its aim is to explore the relations between the perceived fairness in performance appraisal and turnover intention.In this case,the perceived fairness in performance appraisal is taken as the independent variable and the turnover intention as the dependent variable.The performance appraisal fairness is divided into process fairness,interaction fairness and distribution fairness.By collecting data online,inputting it into SPSS software and analyzing the data statistically,the following conclusions are drawn:(1)The perceived fairness in performance appraisal has a negative effect in turnover intention.(2)the interaction fairness and process fairness perception in performance appraisal respectively has a significant negative effect on turnover intention.(3)The different kinds of perceived fairness in performance appraisal have different effects on turnover intention.Interaction fairness perception in performance appraisal has the greatest effect on turnover intention,then process fairness,and distribution fairness at last.This research not only enriches the existing research results in the field of perceived fairness performance appraisal and turnover intention,but also provides effective suggestions for the business management in software industry: on the one hand,to improve the existing performance appraisal system,train appraisers and establish performance evaluation of the two-way communication mechanism;on the other hand,to strengthen people-oriented management,improve employees' sense of recognition and belonging and then reduce their turnover tendency.