In this study, procedural justice, distributive justice and performance appraisal values to explore and understand the workplace in organizational justice (procedural justice, distributive justice) and the degree of emphasis on the staff performance appraisal values to job involvement and supervisory trust¡¦s influence, in addition, recognized individuals in their work performance evaluation of values, procedural justice, distributive justice, supervisory trust and job involvement are also included in the scope of regulation.
The design of this questionnaire is divided into two parts, first part was in charge of the staff performance appraisal to the implementation of the program is consistent with principles of procedural fairness, the respective high and low procedural justice two kinds of situations. The second part of the assessment results for the charge of the staff can feel a fair, competent staff there to the list of recommended salary increases for the results of the judgments of the respective high and low equity allocation of a fair distribution of two kinds of situations. By these two factors, staggered to form four kinds of different situations, but the questionnaire asked the same item.
The 242 valid questionnaires were collected, results are as follows:
1. High attention to performance appraisal values of person who cares about the fairness of the process and the fairness of reward distribution, shown more positive behavior and attitude that is a geometric results and paid, so the relative level of pay and the investment will more.
2. Whether it is good for promotion or pay less attention to whether or not the person is on the results than those who do not care if the charge given to the fairness of the competition, will have the role of subordinates have incentives, in turn will increase its performance.
3. Competent to conduct any type of operation regardless of behavior would have on our high importance for the performance assessment process, people will have a better work attitude and output, and will not be competent to act and change the emphasis on performance assessment for high allocation of resources of people, but no obvious effect.
4. In the high attention to procedural justice, distributive justice values in the trust's impact on the charge of little, and in the low distributive justice in the gap produced significant effects.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0817110-235239 |
| Date | 17 August 2010 |
| Creators | Chiang, Wen-hsiu |
| Contributors | I-Heng Chen, Chin-Kang Jen, Jen-Jsung Huang |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0817110-235239 |
| Rights | not_available, Copyright information available at source archive |
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