인사고과의 공정성과 직무태도와의 관련성에 관한 연구

The objectives of this study are to overcome the limits of past studies which had been fragmentarily carried out, and to draw a conclusion which is more realistic. For the accomplishment of these objectives, this study is going to find out how the job attitude is related to the methods of performance evaluation. This study was made through the survey on 600 employees of 34 companies from the 5 types of industry so as to raise the possibility evaluation. In order to testify the model, this study drew the 3 hypotheses in general grouping, and the abstracts of specified results of this study are as following; the higher the perceived impartiality is, the higher the job satisfaction and the organization involvement are, and the lower the intention of transfer is. The major findings of this study are as following: First, it is necessary to raise the receptivity of performance evaluation system in order to have a substantial effect on the attitudes of employees. Second, like receptivity of performance evaluation, this study showed that the perceived impartiality of performance evaluation was important to the job attitude of employees. Finally, in carrying out performance evaluation the substantial result of it expected by organization depends on the employee's receptivity and the perceived impartiality. These are the key points for human resources management having a great effect on the key points for human resources management having a great effect on the employee's job attitude, so the empirical study on them must be continued in the future.