||In order to improve the quality of service, the government must rely on the quality of public servants. The self-efficacy of public servants not only affects the level of quality, but also affects their achievement and performance. The performance of work will affect the performance appraisal, and the fairness of performance appraisal will also affect the display of self-efficacy.|
The main purpose of the establishment of the performance appraisal law is that the results of the performance appraisal can truly show the performance of the public servants. The current public service performance appraisal has a 75% A-constraint limit. As a result, most examiners may use the methods of exclusion, drawing lots, alternation, exchange, and political considerations in conjunction with the allocation of quotas to match the proportion (Li Lantan, Weng Yi, 2003). Make testees question the fairness of the performance appraisal.
Therefore, the main purpose of this study is to understand the current status of civil servants' performance appraisal of fair appraisal and self-efficacy, to understand the relevance of public servants' self-efficacy and fair appraisal, and to provide government agencies with friendly appraisals based on the research findings and recommendations.
This research establishes the research framework and hypotheses through literature analysis, and then uses SPSS statistical methods to conduct descriptive statistical analysis of the questionnaire, independent sample t test, single factor analysis of variance, Pearson correlation analysis and regression analysis. It has been verified that:
First, public servants' appraisal of fair performance appraisal and self-efficacy are of medium to high degree.
Second, some different individual background variables in fair performance appraisal cognition have significant differences.
Third, some different background variables in self-efficacy evaluation have significant differences.
Fourth, the fair appraisal of performance appraisal has a positive correlation.