Under the circumstances of the allowance system carried out in universities in China, our large sample survey indicates that the performance evaluation impacts the job satisfaction of the university faculty in three ways, which are direct and positive impact, indirect impact due to the intermediary effect of the pressure resulted from the evaluation and negative impact due to the cognition of the evaluation with the first one appear to be strong and the second one weak. We also find out that the university faculty has high occupational satisfaction and low salary satisfaction at the same time.