Perceived Justice of Performance Evaluation and Job Satisfaction － Core Self-Evaluation as a Moderator

• Main Authors: Ai Wen Huang, 黃愛雯
• Other Authors: Melien Wu, Ph. D.
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/66597153747716538560

碩士 === 國立嘉義大學 === 企業管理學系 === 101 === The purpose of this study is to examine the relationship among Perceived Justice of Performance Evaluation (including distribution, justice, procedural justice, and interactional justice), Job Satisfaction and Core Self-Evaluation. This study adopted survey research method to collect data. A total of 500 questionnaire were distributed and 445 valid responses were obtained, yielding the valid response rate of 89％. The questionnaire contains four parts: The first part is the scale of the Perceived justice of performance evaluation, the second part of Core self-evaluation scale, the third part is the Job satisfaction scale, the fourth part Personal background. To validate the three major hypotheses which were developed by the current study, the statistics software of SPSS and AMOS were used. This study developed three hypotheses, and the results of the statistical analyses were summarized as follow. Firstly, Perceived Justice of Performance Evaluation was found to be positively related with Job Satisfaction. Secondly, the Core Self-Evaluation has an significant positive influence on Job Satisfaction. Finally, the Core Self-Evaluation did not moderate the relationship between Perceived Justice of Performance Evaluation and Job satisfaction.