差序氛围下绩效考核公平性与下属绩效关系研究
发布时间：2019-02-28 18:36
【摘要】：差序氛围影响下属对绩效考核公平性的主观感知。采用线性阶层模型对302名员工问卷调查结果进行实证研究,得出结论:差序氛围与绩效考核分配公平—任务绩效、绩效考核程序公正—任务绩效、绩效考核互动公平—工作绩效呈负相关关系。因此,应降低领导者在绩效考核中的权威,适度增强绩效考核程序弹性,实现柔性氛围与硬性机制有机结合,促进下属和组织发展的交互效应。
[Abstract]:The atmosphere of difference order affects subordinates' subjective perception of fairness of performance appraisal. An empirical study of 302 employee questionnaires was conducted by using the linear class model. The results showed that the difference order atmosphere and the fair assignment of performance appraisal-task performance, the justice of performance appraisal procedure-task performance, and the performance assessment procedure justice-task performance. There is a negative correlation between the interactive fairness of performance appraisal and job performance. Therefore, the authority of leaders in performance appraisal should be reduced, the flexibility of performance appraisal procedure should be enhanced appropriately, the flexible atmosphere and hard mechanism should be combined organically, and the interaction effect between subordinate and organization development should be promoted.
【作者单位】： 河北工业大学经济管理学院;河北工业大学工商管理系;
【分类号】：F272.92
本文编号：2432057
[Abstract]:The atmosphere of difference order affects subordinates' subjective perception of fairness of performance appraisal. An empirical study of 302 employee questionnaires was conducted by using the linear class model. The results showed that the difference order atmosphere and the fair assignment of performance appraisal-task performance, the justice of performance appraisal procedure-task performance, and the performance assessment procedure justice-task performance. There is a negative correlation between the interactive fairness of performance appraisal and job performance. Therefore, the authority of leaders in performance appraisal should be reduced, the flexibility of performance appraisal procedure should be enhanced appropriately, the flexible atmosphere and hard mechanism should be combined organically, and the interaction effect between subordinate and organization development should be promoted.
【作者单位】： 河北工业大学经济管理学院;河北工业大学工商管理系;
【分类号】：F272.92
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