中文摘要：

目前学者们对不同纬度的公平感知与绩效之间关系的研究结论并不一致。为了更好地考察两者关系,文章引入“外部相对公平”概念,将员工与参照物（而不是与自身期望）相比而获得的公平感知纳入量表衡量范围。另外,文章还拓宽了两者关系中的绩效研究：首先,将绩效划分为个人绩效和部门绩效;其次,不仅局限于与工作相关的员工行为,并且将前人经常忽略的超出工作之外的员工活动纳入绩效考察。研究表明员工的程序公平感知越高,个人和部门绩效水平也相应较高;与同事和其他部门相比获得的公平感知越高,员工也越有可能提高自身绩效和部门绩效。

英文摘要：

At present, there are many conflicts regarding to the relationship between different dimensions of justice perception and performance, In order to investigate it more deeply, we name the new concept ＂external relative justice＂ aiming to introduce the external reference into our measurement model. In addition, this article also expands the present research by （1） dividing the performance into individual performance and departmental performance; （2） introducing measurements regarding to activities outside the employees＇ work. Our results indicate that the higher employees perceive procedural justice, the higher both individual and departmental performance are; the higher the external relative justice is, the more motivations employees will have to improve his or her individual and departmental performance.