The ROC Government launched the performance awards system based on individual and group performance in 2001, which tries to improve work effects through achievement management. However, it also can disappoint employees and affect the result of implementation, if the system is not designed well with specific goals and does not establish fair and objective standards of assessment. As a consequence, the government must share ideas and change employee’s opinions through effective communication that discusses the decision-making process, goals, and the standard of achievement. The government must also establish working methods in an open and trustworthy atmosphere, for an acceptable, feasible, fair, and effective system.
The main purposes of this research are to discuss organizational trust, employee participation, goal-settings, feedback during implementation, and organizational justice while implementing the system of bonuses based on achievements. We identify the factors affecting the system and provide these results to government as a reference that can help government to establish a more perfect system of achievements. Therefore, we expect that the new system will stir employees to approach their work with enthusiasm and wisdom, to achieve organizational goals, and to raise the impact of the institution.
This research adopts polling and takes the VAC (Veterans Affairs Commission) as a case study. Important research results are listed below:
1.Organizational trust, employee participation, goal-settings, feedback during implementation, organizational justice, and working effectiveness obviously have a - positive relationship while the first five indexes appear positively related to each other.
2.Gender affects organizational trust, employee participation, interactive procedures of organizational justice, and organizational justice.
3.There are great differences between employee participation and employee ages. Education level affects employee participation, distributive justice of organizational justice, and feedback of assessment. Seniority affects goal-setting.
4.Position level affects employee participation, interactive procedures of organizational justice, distributive justice of organizational justice, and organizational justice. Occupation type affects organizational trust, employee participation, interactive procedures of organizational justice, distributive justice of organizational justice, organizational justice, goal-setting, feedback of assessment, and cognition of working effectiveness.