从组织公平理论出发，研究员工绩效考核公平感知和组织绩效考核效果相互
影响关系，将绩效考核公平感知划分为四个维度，即分配公平、程序公平、人际公
平和信息公平；将绩效考核效果划分为两个维度，即绩效考核满意度和任务绩效；
构建了绩效考核公平感知对绩效考核效果影响的无中介变量模型；深入研究了分
配公平、程序公平、人际公平和信息公平对员工绩效考核满意度及任务绩效的影响。
同时，引入组织承诺作为中介变量，从组织承诺的情感承诺、持续承诺、规范承诺
三个维度出发，研究了绩效考核公平感知对绩效考核效果的微观作用机理。
研究发现，员工绩效考核公平感知与绩效考核效果呈现显著的正相关关系，组
织承诺在绩效考核公平感知对绩效考核效果的影响路径的中介作用得到部分支持。
由此可知，员工绩效考核公平感知能够通过组织承诺的中介效应，对绩效考核效果
产生直接和间接的影响。因此，改善绩效考核系统中的公平性因素，提高员工的考
核公平感知，增强员工的组织承诺水平可以较好地调节绩效考核效果，从而达到优
化组织人力资源管理工作，提升组织整体效能的目的。
关键词：绩效考核；公平感知；组织承诺；中介效应
Abstract
Performance appraisal is often regarded as the most critical function of human
resource management; meanwhile, it is always considered as an essential way to motivate
and cultivate talents, and the results of it often affect the process of a series of major
management decisions. In order to analyze how employees’ attitudes and behaviors
impact the effectiveness of performance appraisal, this research thoroughly studied the
relation between perceived fairness in performance appraisal and the effectiveness in it.
We believe the explanation of the mechanism in the process could improve the efficient
of human resource management in organizations.
Firstly, an analysis about how the effectiveness of performance appraisal is affected
by employee perception of justice in performance appraisal was conducted based on
organizational justice theory. Before that, perceived fairness in performance appraisal was
divided into four dimensions, which are distributive fairness, procedural fairness,
interpersonal fairness and informational fairness. Also, we believe the effectiveness of
performance appraisal consists of two dimensions, which are satisfaction in performance
appraisal and task performance. A non-mediated model, which interpreted the relations
between the four dimensions of perceived fairness in performance appraisal and the two
dimensions of effectiveness of performance appraisal was constructed. At the same time,
organizational commitment was introduced as a mediating factor. We analyzed the
mediation mechanism of the three dimensions of organizational commitment, which are
affective commitment, continual commitment and normative commitment.
The findings showed that the relation between employee perception of justice in
performance appraisal and effectiveness of performance appraisal is positive. Moreover,
the mediating effect of organizational commitment in the acting path was partially
confirmed. Consequently, perceived fairness in performance appraisal could directly and
indirectly affect the effectiveness of performance appraisal with the mediating role of
organizational commitment. Thus, factors concerning the justices in the system of
performance appraisal should be taken into consideration in order to improve employee
perception of justice in performance appraisal. Meanwhile, Organizational commitment
acts as an important factor to mediate the effectiveness of performance appraisal. So, we
believe human resource management would be optimized and the efficiency of an entire
organization would be improved after we carefully examine the factors related to
perceived fairness in performance appraisal.
Keywords: performance appraisal; perceived fairness; organizational commitment;
mediating effect
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