The Impact of Performance Appraisal Orientation on Information Ethics Behavior of Public Servant

Abstract

Along With China's development, performance appraisal is widely applied in various organization and enterprises, which had played an important role in promoting the organizational overall performance, but there are also adverse impacts caused by this system. Based on the survey of 158 civil servants from local government department, this paper explored the relationship between justice construct structure of civil servants performance appraisal and employee information ethic behavior. Results showed that the procedural justice and interaction justice has a significant effect on individual information ethical behavior. Based on the analysis, this research suggests that the existing performance appraisal system of the public servants should increase the impact of procedural justice and interaction justice, so as to reduce the possibility of non-ethical behavior of public servants. As an essential tool in modern human resources management, performance appraisal has become the basis for the survival of many organizations. Through performance appraisal, organizations can ensure the implementation of organizational strategy and to determine the level of employee performance, as the basis for salary distribution, it can also be used as a measure of personnel selection. Objectivity and impartiality of the results is the basis for the implementation of performance appraisal, but during the seventy years' development of the performance appraisal system, although there are a variety of performance appraisal systems, but no organization can ensure its own performance evaluation appraisal system is not defective. Hodgetts (1997) found in his study that 61% of the staff in the organization that had applied the performance appraisal system is discontent with it. Folger, Konovsky & Cropanzano (1998) have mentioned in their research that there had been too much emphasis on the validity and reliability of assessment tools, which brought many problems, but research on the staff perception of the justice of performance appraisal is limited, and the staff's cognition on the justice of performance appraisal will directly affect the behavior of his attitude and behavior on the job, therefore, it has become an important indicator of the performance appraisal justice to determine whether an effective performance appraisal. Along With China's development, performance appraisal is widely applied in various organization and enterprises, which had played an important role in promoting the organizational overall performance, but there are also adverse impacts caused by this system. Quantitative performance measure has been one of the difficulties of performance assessment, as well as to the scope of business content, in the unit's performance evaluation is often not the work of each offices all performance indicators to quantify, and because of the work unit affected by the policy larger factors cannot be completely reflected in the performance appraisal, so each is in the performance appraisal evaluation for the assessment is not the same sense of justice, and thus affect the future by assessing the behavior and performance. This paper aims to explore the influencing effects of performance appraisal on the information ethic behavior, from the perspective of the individual's perception of the justice of performance appraisal. In previous studies, western scholars tend to consider information ethics as the behavior in the process of information; ethical behavior is not the viewed as a broad concept of ethical behavior. Civil servants as staff of national government agencies, as opposed to corporate employees, they access to more