Research on the Relationship between Justice Perception of Performance-based Pay and Work Attitudes of Institution Staff
|School||Hebei University of Economics|
|Keywords||Pay for performance Sense of fairness Work attitude Job Satisfaction Organizational commitment Job involvement|
Performance management in recent years, attracted the attention of scholars at home and abroad. Pay for performance as a performance management successfully carried out an important system design also attracted the attention of scholars. Our institutions from January 1, 2009, began the implementation of pay for performance system, the purpose of the issuance of norms and institutions bonuses, allowances and pay for performance in order to ensure fair and reasonable distribution of income, the reform of employees incentives to mobilize the enthusiasm of staff. However, from the current understanding of the situation, it is suspected that the issuance of pay for performance appraisal process, and the implementation of the pay for performance, and the enthusiasm of the staff not only did not increase but led to a certain degree of slack, etc.. Studies have shown that employees pay fair sexy notified impact on their work attitudes, thereby affecting work behavior, work performance. For employees of the institutions in our country, the performance pay fair sexy know whether it will also affect the work attitude? In finishing analysis on the basis of the relevant literature, this study will pay for performance a sense of fairness divided sense of distributive justice, procedural justice, a sense of two dimensions , divide the work attitude of job satisfaction, organizational commitment and work put into three dimensions. Then, combined with the characteristics of the institutions of our country to build a conceptual model for this study, the proposed allocation of a sense of fairness about pay for performance, the sense of procedural fairness and job satisfaction, organizational commitment, job involvement relationship six hypotheses. Mainly to the Yangquan City departments and institutions for the study, using typical sampling and stratified random sampling method teachers in compulsory schools in Yangquan City six questionnaires to collect data. This study a total of 300 questionnaires were distributed and 213 effective recovery, the effective rate of 71% using SPSS11.5 statistical software for data correlation and regression analysis to test the hypothesis. The study hypothesis test results show a sense of fairness and job involvement: In addition to the \The main conclusions are: (1) the performance of public institutions who wage distribution sense of fairness, a lower sense of procedural fairness, job satisfaction, organizational commitment and sense of job involvement in general; (2) the performance of public institutions who wage distribution of a sense of fairness and procedures a positive correlation between the sense of fairness of their job satisfaction and sense of fair distribution of job satisfaction than the sense of procedural fairness; (3) the performance of public institutions who wage distribution sense of fairness, sense of procedural fairness to their organizational commitment was positively correlation larger sense of procedural fairness on organizational commitment; (4) a sense of fairness, job involvement of public institutions who pay for performance program was positively correlated.