Research On Performance Management System Based On Organizational Justice

Knowledge has become the focus of the times.The competition of society finally fell to the competition of talents.How to formulate a scientific and effective performance management system based on the independent characteristics of colleges and universities,promote talent construction,improve the overall performance of college teachers,and improve the competitiveness of colleges and universities.In this study,the organization equity theory is selected as the entry point,and the university performance management system is taken as the research object,and the quantitative analysis research method is adopted.There are the following research purposes:(1)To analyze the problems in college performance management system.(2)Using organizational justice as an intermediary variable to explore the relationship between teacher input and teacher performance output and its impact mechanism.(3)Explore effective measures to improve the management system of colleges and universities,and provide basis and suggestions for the formulation of college performance management systems.The main research methods of this study include literature research method,questionnaire research method,quantitative analysis method and interview method.In the literature research method,the relevant theories are sorted out and related concepts are defined by sorting out the literatures studied by the predecessors.The sense of fairness of college teachers’ organizations adopts a four-factor model of sense of fairness,namely the four dimensions of process fairness,leadership fairness,distribution fairness,and information fairness.On the basis of traditional relationship performance and task performance,the performance of college teachers is further subdivided into four dimensions: interpersonal relationship promotion performance,dedication performance,teaching performance,and research performance.Through questionnaire survey,statistical analysis was performed on 210 valid questionnaires.Through the difference test,it is concluded that the sense of organizational justice and performance of college teachers have different degrees of difference in gender,professional nature,age,teaching age,professional title,and academic dimensions,but the dimensions of difference are not the same.Through pearson correlation analysis,college teachers’ organizational justice has a significant correlation with performance.Through regression analysis,organizational justice can predict performance well.In response to the questionnaire survey,it was found that there are problems with the performance system.In-depth interviews were conducted with 11 university teachers.The following problems were found in the university performance management system: teachers questioned the fairness of the university performance management system;the university performance management system was not standardized;resources The acquisition path relies too much on the rights of leaders.In view of the existing problems in the performance management system of colleges and universities,through the analysis of the problems in the performance management system,it is found that there are three main points that cause the existing problems in the performance management system: the construction of the university performance management system is too homogenous and lacks differentiation;the performance management of the university The lack of fairness in institutional procedures;the lack of "deadministration" in colleges and universities,and the lack of a sound democratic system.In view of the problems and causes of the performance management system,this article puts forward the following three suggestions and countermeasures: establish differentiated performance management system and distribution incentive mechanism;ensure the fairness of the performance management system of colleges and universities;improve the leadership fairness atmosphere,play the leadership fairness in organizational fairness.