中文摘要：

事业单位绩效管理实践的公平性是决定绩效管理能否在人事制度改革中发挥作用的关键因素。来自河北省某地勘单位294名员工的问卷调查显示，目标参与性、绩效工资、绩效奖励对结果公平有显著正向影响，工作反馈则有显著负向影响；目标确定性、目标参与性、工作支持、绩效考评对程序公平有显著正向影响；目标确定性、目标参与性、工作支持、绩效考评、绩效奖励对互动公平有显著正向影响，绩效工资则有显著负向影响。由此，从绩效管理的计划准备、沟通辅导、绩效考评与绩效反馈四个方面，提出了提升事业单位绩效管理实践公平性的相关对策建议。

英文摘要：

The fairness of performance management practice in public institutions has been regarded as a key role in the reform of the cadre and personnel system. Based on 294 questionnaires from Hebei Province, this research finds that goal participations, performance-based pay and performance-based bonus have a positive influence on the result fairness while work feedback have a negatively influence; goal certainty, goal participation, work support and performance appraisal have a positive influence on the procedural fairness; goal certainty, goal participation, work support and performance appraisal and performance-based bonus have a positive influence on the interactive fairness while performance-based pay have a negatively influence. Based on these empirical results, this paper sets forth the related countermeasures for improving the fairness of performance management practice in public institutions from four aspects of making-plan, communication and counseling, performance appraisal and performance feedback.