考核目的对领导干部绩效的影响机制研究:以角色冲突为中介

发布时间：2018-01-08 14:25

本文关键词：考核目的对领导干部绩效的影响机制研究:以角色冲突为中介　出处：《四川大学学报(哲学社会科学版)》2015年02期 　论文类型：期刊论文

【摘要】：不同情境中绩效考核目的对被考核者可能产生的实际影响,一直是人力资源管理理论研究的难题。推动我国本土化管理理论发展,研究我国高等院校干部考核评价目的对处级领导干部角色认知和绩效产生影响的作用机制,具有重要的理论和实践价值。通过对某综合研究性大学其所属82个处级机构(包括学校党政管理部门、学院、业务实体单位)的693名领导干部及下属员工进行定量、定性数据调研,使上述研究有所突破。基于定量数据分析结果发现:(1)处级干部所感知的考核评价控制目的与决策目的之间高度相关;(2)处级干部所感知的角色冲突在考核目的影响领导干部绩效过程中不能起中介效应(Mediating Effects);(3)中国传统文化、高等院校所特有干部制度等情景因素可能在很大程度上限制了干部考核评价过程及其结果的有效性。
[Abstract]:The actual effect of different situations in the purpose of performance appraisal may have to be assessed, is always a difficult problem to study the theory of human resource management. To promote the development of the localization of management theory in China, research on the mechanism of evaluation of colleges and universities cadres in China objective impact on the role of leading cadres and cognitive performance, has important theoretical and practical value. Through to a comprehensive research university which is the 82 level of institutions (including schools and government departments, colleges, business entities) of the 693 leading cadres and staff of quantitative, qualitative data research, the research breakthrough. Quantitative data analysis results showed that: (1) based on the evaluation of the perceived level the control objective and decision between cadres to a high degree of correlation; (2) the perceived level cadres role conflict in the assessment objective does not affect the performance in the process of leading cadres Mediating effect (Mediating Effects); (3) situational factors such as traditional Chinese culture and specific cadre system in Colleges and universities may largely limit the effectiveness of cadre assessment process and its results.

【作者单位】：四川大学商学院;澳大利亚蒙纳什大学经济与管理学院;
【基金】：中央高校基本科研业务专项资金项目“基于角色压力的绩效管理目的对管理者组织公民行为的影响研究”(Skyb201308)
【分类号】：F272.92
【正文快照】： 1赵颖:《我国领导干部考核评价方式研究》,《前沿》2014年第8期;罗中枢:《党政领导干部的分类选用、考核和管理探析》,《四川大学学报》(哲学社会科学版)2012年第1期。2 Edward E.Lawler,“Making Human Capital a Source of Competitive Advantage,”Organizational Dynamics

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