The Korea Local Administration Review

Communication considered to be a major factor in influencing performance management relates closely to fairness. In this regard, the empirical analysis of the relationship between communication and fairness has not been conducted. Therefore, this study examined the various factors influencing the perception to the performance management system by focusing on the communication’s moderating effect among organizational members.
According to the results we examined, the influential factors such as fairness, awareness to the system mechanism, education, job status and communication remained statistically significant in all models, whereas the departmental characteristics within organization were negatively influencing the perception to the performance management system only in terms of the distributive fairness model. This indicates too that the perception on the performance management system does not change, despite both conditions of the same level of distributive fairness and the active interaction in communication. Meanwhile, procedural fairness strengthened the staff’s positive perception on the performance management system, when considered in terms of activating the communication among organizational members. In conclusion, it is necessary to more strengthen the procedural fairness, in order to make the performance management system effective, by invigorating the interactive communication between the organizational staff in comprehensive operational process of the system.
 
□ Keywords: performance management system, interactive communication, procedural fairness, distributive fairness