Research On The Influence Of Performance Feedback Model And Feedback Seeking Behavior On Employees' Perception Of Organizational Justice

In recent years,with the rapid development of China's market economy and the increasingly high degree of marketization,enterprises are faced with more and more competitive pressure in operation and management.In this environment,human resource management of enterprises is increasingly concerned,and enterprises also put forward higher requirements for the performance appraisal of employees.However,if the feedback process of performance appraisal is unfair or ignored,the perceived organizational fairness of employees will be affected to some extent,and the performance of employees' work behaviors in the organization will be affected.Therefore,it is of theoretical and practical significance to explore the relationship between performance feedback model and feedback seeking behavior on employees' perceived organizational justice.Based on the performance feedback model and employees' feedback-seeking behavior,this paper discusses the influence of both on employees' organizational justice perception.Through literature review,the correlation between research variables was explored and relevant hypotheses were put forward.Starting from the four models of performance feedback and the theoretical model of organizational justice of employees,this paper constructs a theoretical research model based on the inquiry and observation channels of employees' feedback seeking.This study conducted an empirical analysis on the performance feedback model,feedback-seeking behavior and justice perception by issuing questionnaires,interview survey and other research methods.According to the research results,the motivational performance feedback model has a positive impact on employees' perceived organizational justice.However,dissipative and laissez-faire performance feedback had negative effects on employees' perceived organizational justice.Both inquiry and observation feedback seeking have positive effects on employees' perceived organizational justice.Based on the research conclusion,this paper further puts forward some Suggestions on how to improve employees' sense of organizational justice: first,pay attention to performance feedback.Improve the fairness and fairness of performance feedback by improving feedback process and strengthening communication.Second,make good use of motivational performance feedback mode to communicate with employees.Third,actively respond to employees' feedback-seeking behavior.Fourthly,the enterprise management should focus on improving employees' sense of organizational justice and improving the quality and level of the employment relationship between the organization and employees.Fifth,help employees rationally understand performance feedback and actively face objective and reasonable feedback information.Sixth,create a wellorganized performance feedback atmosphere.The conclusion of this paper has a certain practical guiding significance,which is conducive to the improvement of employees' sense of organizational justice in human resource management,the scientific development of performance feedback,and the creation of an organizational fair atmosphere and the promotion of sustainable and healthy development of organizations.At the same time,it enriches the theoretical research on performance feedback model,feedback seeking behavior and organizational justice perception of employees.