Research On The Fairness Perceptions Of Performance Appraisal Of Township Civil Servants

Performance appraisal plays the role of evaluation,supervision and incentive in the management of civil servants.The performance appraisal of civil servants includes working ability appraisal,working performance appraisal,working attitude appraisal and other aspects.It can not only clarify the direction of personal growth,clarify the gap with the requirements of the organization,obtain the support of the organization,make the organization master the basis of various policies such as system training,promotion,reward and punishment,but also enhance the operation efficiency of government departments and promote the benign development of the organization.Township civil servants are the grass-roots cadres who have the most direct contact with the masses.The work tasks of township civil servants are also more cumbersome and bear more responsibilities.The work behavior of township civil servants directly represents the image of the government.In their daily work,township civil servants should not only do a good job within the scope of their duties,exercise state administrative power and perform state official duties,but also play a role in serving the people.Township servants are an indispensable backing force in the work of epidemic prevention and control,stationed in villages and maintaining stability.More reasonable and fairer assessment can promote the development of township civil servants,so as to avoid the negative impact of unfair assessment on the working attitude of township civil servants.Improving the fairness of performance appraisal can make township civil servants work more actively.It also can encourage excellent township civil servants to maintain their enthusiasm and serve the masses better.A fair performance appraisal system can truly reflect the performance of civil servants and give relatively real feedback.By studying the fairness of performance appraisal of township civil servants to find a solution which will help to optimize the performance appraisal and strengthen the team construction.By referring to relevant literature and based on the current research progress,this paper constructs an overall research idea to study the fairness of performance appraisal of township civil servants,and to discusses the relationship between fairness of performance appraisal and job satisfaction and engagement.Taking the performance appraisal of township civil servants in Taizhou as an example,based on the theory of fairness and organizational fairness,this paper collects data in the form of questionnaires and interviews,processes the data and draws relevant conclusions.This study draws the following conclusions: 1.The overall sense of fairness of Taizhou township civil servants’ performance appraisal still has a large room for improvement,which is medium,and the dimension of information fairness is the lowest.2.The fairness of township civil servants’ performance appraisal has a significant positive impact on job satisfaction and engagement.The higher the fairness of performance appraisal,the higher the job satisfaction and engagement.The sense of fairness in performance appraisal will have a significant positive impact on job satisfaction in the dimensions of distributive justice and interpersonal justice.The sense of fairness in performance appraisal will have a significant positive impact on job engagement in the dimension of interpersonal justice.3.There are four factors restricting the fairness of township civil servants’ performance appraisal: the performance appraisal system is not detailed enough,the performance appraisal is lack of interaction,the performance appraisal subject is not comprehensive enough and the influence of external objective factors.4.There are three strategies to improve the fairness of township performance appraisal: to optimize the performance appraisal system by standardizing the appraisal procedures and refining the appraisal indicators,to improve the fairness of the performance appraisal process by strengthening the usual appraisal,timely feedback and using the appraisal results and optimizing the appraisal atmosphere,and to optimize the appraisal participants by improving the diversification of appraisal subjects and perfecting the supervision system.