Notice of RetractionOrganizational justice problem of performance appraisal in enterprise

Notice of Retraction

After careful and considered review of the content of this paper by a duly constituted expert committee, this paper has been found to be in violation of IEEE´s Publication Principles.

We hereby retract the content of this paper. Reasonable effort should be made to remove all past references to this paper.

The presenting author of this paper has the option to appeal this decision by contacting TPII@ieee.org.

In enterprise´s performance appraisal, it´s inevitable to meet organizational justice problems that will affect the implementation of performance appraisal and the exact validity of the evaluation results. This paper analyzes the source of three kinds of organizational justice which staff felt, then point out the positive and negative impact on performance appraisal in enterprise. On the basis, this paper put forwards a model to illustrate the source of organizational justice in performance appraisal. It indicates the main source of distributive justice is assessment results, procedural justice is a fair assessment methods, and interactive justice is the assessor. Finally, it comes up with four proposals to improve the organizational justice in performance appraisal in enterprise: Assessment should based on job performance; think highly of the assessment methods, try to increase its scientific rationality ; advance the quality of the assessor, and enhance the communication; set up a correct understanding of the performance appraisal in staffs.