The major concerns of this study are to investigate the effects of perceived fairness of performance evaluation procedure on employee's attitude under annual pay-for-performance system in korea.
In this thesis, pay-for-performance perceptions were used moderating variable between perceived fairness of performance evaluation procedure and employee's attitudes. A field study was taken to investigate the hypothesized relationships among perceived fairness, pay-for-performance perception and outcome variables (organizational commitment, supervisor trust, pay satisfaction, job satisfaction). Data were collected from 188 professionals of 3 information industry companies in korea. Factor analyses, correlation analyses, T-test, duncan test, regression analyses, are used to test the hypothesis.
This study examined the influence of the perceived fairness of performance evaluation on outcome variables mentioned above. Moderating effect of pay-for-performance perception between perceived fairness of performance evaluation and outcome variables was not significant.
This study also examined perceived fairness and organizational commitment depend on employee's position. Lower position employees perceived higher fairness than higher position in performance evaluation. In contrast, higher position employees had higher organizational commitment than lower position.
Implications for managers and future research directions were discussed.
