管理绩效的内隐模型及其效应分析

发布时间：2018-05-09 09:53

本文选题：绩效评估 + 管理绩效模型　；参考：《浙江大学》2001年博士论文

【摘要】：绩效评估是人力资源管理实践中的核心内容之一,也是工业组织心理学长期研究的一个重要内容。本文在文献研究的基础上,运用工业心理学、认知心理学和人力资源管理的有关概念和理论,通过现场访谈、问卷调查和实验模拟等方法,研究了绩效评估过程中评估者的内隐绩效特征模型。本研究的主要焦点是:1)讨论中国管理背景下管理绩效的概念,构建管理绩效模型;2) 提出内隐绩效特征模型的概念和理论,测量和分析评估者的内隐绩效特征模型,分析内隐绩效特征模型和绩效评估之间的关系;3) 研究组织管理环境、绩效管理目标等周边情景因素对内隐绩效特征模型的影响作用;4) 对内隐绩效特征模型进行比较分析,研究内隐绩效特征模型对绩效评估差异的影响作用,以及内隐绩效特征模型对管理决策的影响作用。本研究共分六个部分: 第一部分,总结和讨论绩效评估研究的若干最新进展,对内隐理论和内隐模型的概念进行了讨论,提出本研究的总体设计。主要结论有:1) 绩效概念和绩效模型构建是目前绩效研究的一个重要问题,任务绩效一周边绩效是一个基本绩效模型,对管理者绩效模型的研究日益受到人们的关注;2) 传统的认知评价过程研究在评估方法、评估精确度、参照框架等问题上取得了一些新成果,对绩效偏差的概念、引起偏差的原因和怎样克服偏差有了更多新的认识;3) 绩效评估环境条件研究最近重新得到了重视;4) 人们对绩效评估的效应研究取得了一些有意义的研究成果,包括评估满意度、评估效果、评估对人力资源决策的影响等;5) 在中国管理背景下,有关绩效模型、绩效概念、绩效评估方法等问题的研究还比较少。本研究认为内隐绩效特征模型类似于人们认知图式,是人们在特定情景下对绩效模型的内隐理论假设,它对人们的判断行为具有重要作用。第二部分,本研究结合中国管理实践背景,通过理论构思、现场访谈和大样本抽样调查等方法,构建了企业管理者的绩效模型,它主要有三个维度组成:工作表现、管理绩效、经营绩效,并设计了绩效评估量表。该模型在理论和实践上都有重要意义。第三部份,通过较大样本的现场调查,分析了管理绩效模型的信度和效度,并构建了三维管理绩效模型。测量和分析了评估者的内隐绩效特征模型,发现它
[Abstract]:Performance evaluation is one of the core contents in the practice of human resource management, and it is also an important part of the long-term study of industrial organization psychology. On the basis of literature research, this paper applies the concepts and theories of industrial psychology, cognitive psychology and human resource management, through field interviews, questionnaires and experimental simulation, etc. The implicit performance feature model of the evaluator in the process of performance evaluation is studied. The main focus of this study is: (1) to discuss the concept of management performance in the context of Chinese management, and to construct a management performance model. (2) to put forward the concept and theory of implicit performance feature model, and to measure and analyze the implicit performance characteristic model of evaluators. This paper analyzes the relationship between implicit performance feature model and performance evaluation. (3) the comparative analysis of implicit performance feature model is carried out by studying the influence of surrounding situation factors such as organizational management environment and performance management objectives on implicit performance feature model. The effects of implicit performance feature model on performance evaluation difference and implicit performance feature model on management decision were studied. This study is divided into six parts: The first part summarizes and discusses some recent developments in the research of performance evaluation, discusses the concepts of implicit theory and implicit model, and puts forward the overall design of this study. The main conclusions are as follows: (1) the concept of performance and the construction of performance model are an important issue in the current performance research, and the performance around task performance is a basic performance model. The traditional cognitive evaluation process research has made some new achievements in evaluation methods, accuracy, reference frame and so on, and the concept of performance deviation. The causes of the deviation and how to overcome the deviation have gained more and more new understanding. 3) recently, the research on the environmental conditions of performance evaluation has received renewed attention. 4) people have made some meaningful research results on the effect of performance evaluation, including the degree of satisfaction of evaluation. In the background of Chinese management, there are few researches on performance model, performance concept, performance evaluation method and so on. This study suggests that implicit performance feature models are similar to cognitive schemata and are implicit theoretical assumptions about performance models in specific situations, which play an important role in people's judgment behavior. In the second part, combining with the background of management practice in China, the paper constructs the performance model of enterprise managers through theoretical conception, field interview and sample survey. It has three dimensions: job performance, management performance, and so on. Management performance, and designed a performance evaluation scale. The model is of great significance both in theory and practice. In the third part, the reliability and validity of the management performance model are analyzed through the field investigation of a large sample, and a three-dimensional management performance model is constructed. The implicit performance characteristic model of evaluator is measured and analyzed.
【学位授予单位】：浙江大学
【学位级别】：博士
【学位授予年份】：2001
【分类号】：C936;F272

【引证文献】