| Summary: | 碩士 === 國立臺灣科技大學 === 企業管理系 === 90 === Thanks to the performance appraisal system affects enterprises and employees. This research focuses on the decision of the equity of performance appraisal system. Previous papers also argued that performance appraisal system with construction and equity made the employee have positive working attitudes and behaviors. Thus, this research takes the equity of performance appraisal system as independent variable in order to understand how does the difference of consciousness between the employee and the equity of performance appraisal system influence the organization commitment and work performance. Moreover, because of the difference of personality characteristics people might have different idea on everything. Thus, this research employs the personality characteristics as an interference variable to observe how the model is interfered and adjusted at different locus of control, achievement orientation and risk preference.
The employees of Great Master Information Corporation in Information Services Industry are the main subject of the research. The data are collected by questionnaire and these results show that organization commitment is the moderate variable among the equity of performance appraisal and work performance. The differences of consciousness toward the equity of performance appraisal do influence to the organization commitment. Where distributive justice is the most significant and the supervisor’s attitude of procedural justice is significant. Besides, only effort commitment and value commitment have positive correlation to work performance. The differences of personality characteristics indeed affect to the relation among the equity of performance appraisal and organization commitment. And locus of control is the most significant. Besides, personality characteristics do noise to the relation among organization commitment and work performance, but only achievement orientation has some influence.
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