有鑑於績效評估制度對企業與員工的重要性，本研究乃針對績效評估制度的公平性深入探討，而過去研究結果亦指出，具有建設性與公平性的績效評估制度，會促使員工產生正面的工作態度或行為，因此本研究將績效評估公平性當作自變項，以瞭解員工對績效評估制度公平性的知覺差異，是如何影響其對組織的承諾，與其工作的績效表現。此外，由於人格特質的不同，會造成個人對於事物的看法產生差異，本研究因此將人格特質當作干擾變項，以了解內外控、成就動機與風險偏好取向的不同，對研究模型架構所造成的干擾、調節作用。
本研究主要以資訊服務業中的巨匠電腦公司員工作為研究對象，以問卷調查的方式收集資料，而研究結論發現：
1. 組織承諾為績效評估公平性與員工工作績效表現的中介變項，且員工對績效評估公平性認知的差異，會對組織承諾造成影響，其中以分配公平最為顯著，其次為程序公平之主管態度面；而組織承諾中僅努力與價值承諾與工作績效呈現正相關。
2. 人格特質的差異的確會對績效評估公平與組織承諾的關連性造成影響，其中以內外控變數的影響最為明顯；而人格特質變數亦會對組織承諾與工作績效的相關造成干擾，但是僅成就動機取向有些微的影響。

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.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 工作績效與績效評估 4
壹、 績效與工作績效 4
貳、 績效評估的定義、目的與功能 6
第二節 組織公平 14
壹、 公平概念的分類 14
貳、 績效評估與公平的關係 24
參、 個人屬性與公平認知之關聯性 25
第三節 組織承諾 26
壹、 組織承諾的定義及分類 26
貳、 組織承諾的因果研究 31
參、 公平認知與組織承諾的相關探討 33
肆、 個人屬性與組織承諾之關聯性 34
第四節 人格特質 34
壹、 人格特質的意義與類型 35
貳、 人格特質與組織承諾、工作績效之關係 40
第三章 研究方法 44
第一節 研究架構 44
第二節 研究假設 45
第三節 研究變項定義與衡量 46
壹、 研究變項定義 46
貳、 衡量工具 48
第四節 問卷的設計流程 52
第五節 資料收集與研究樣本 55
第六節 統計分析方法 56
第七節 研究限制 57
第四章 資料分析 59
第一節 個案研究公司簡述 59
第二節 各研究變項之描述性統計分析 61
第三節 因素分析與信度分析 63
第四節 個人屬性與各研究變項之關係 67
第五節 績效評估公平對組織承諾、工作績效之影響 77
第六節 人格特質與績效評估公平對組織承諾之影響 85
第七節 人格特質與組織承諾對工作績效之影響 89
第五章 結論與建議 92
第一節 研究結論 92
第二節 研究建議 100
參考文獻 102
中文文獻 102
英文文獻 104
附錄 109
問卷一 109
問卷二 114

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