The "efficiency first" tendency in the performance-related pay distribution of universities has aroused fairness doubts

weakened teachers' sense of fairness and incentive effect. Based on Adams' Equity Theory

this paper reveals the deep-seated contradictions between the imbalance of efficiency and fairness from three dimensions: distributive outcome fairness

procedural fairness and individual fairness

and analyzes its root causes. The study proposes a systematic path from three levels: concept reshaping

system construction and mechanism guarantee: establishing the relational orientation of dialectical unity and synergistic symbiosis between efficiency and fairness; constructing a performance evaluation system that combines classified evaluation

long-term and short-term assessments and transparent procedures

forming a salary distribution structure that attaches equal importance to stability and incentive; improving dynamic adjustment mechanisms such as feedback and negotiation

total volume adjustment and long-term communication

so as to provide theoretical reference for the reform of personnel distribution system in universities.