| dc.description.abstract | There is a book called ＂A Theory of Justice＂ written by John Rawls published in 1971, stated that ＂Justice as Fairness＂, a milestone that became one of the theories related to Liberalism later. Performance management is often used as the basis for employees to adjust salary, promotion and retaining. If there is no fairness, it will greatly reduce employees′ trust in the performance management system and causing them even to blame the organization. Not only organizational trust is confirmed by many studies to have an impact on the organization, and if employees want to trust their supervisors, they will show more organizational commitment. Past research confirms that organizations are committed to have the ability of improving organizational performance and reducing willingness to leave.
This study intends to use organizational trust as a mediator variable to explore the impact of employees′ perception of fairness in performance appraisal on organizational commitment. The following four hypotheses are proposed: (1) The higher employee’s perception of fairness in performance appraisal, the higher their organizational trust will be. (2) The higher the employee’s trust in his or her organization, the higher his organizational commitment will be. (3) The higher employee’s perception of fairness in performance appraisal, the higher their commitment will be. (4) Organizational trust has an mediating effect in employees′ fairness perception of performance appraisal on organizational commitment.
The research data was analyzed after the questionnaire were gathered and statistical software was used. According to the research results, all four research hypotheses are supported. First, if employees are more aware of the fairness of their performance appraisal, the higher the trust of employees in their organization. Secondly, the higher their trust in their organization, the higher their organizational commitment. Third, the higher the employee′s perception of fairness in performance appraisal, the higher the organizational commitment. Finally, the organizational trust has a partial mediation effect on the impact of employees’ perception of performance fairness on organizational commitment.
This research is related to the field of organizational behavior, and it is often influenced by many factors. So that, there isn’t a single variable that can be clearly explained of thiscomplicated cause and effect process. In order to focus on the research topic, other research variables cannot be included. Therefore, research restrictions and future research directions are proposed for future researchers to conduct more in-depth discussions on the basis of this research to enrich the content of Chinese academic research in the field of organizational behavior. | en_US |