绩效考核目的对员工主动行为与创新绩效的影响机理研究
发布时间：2018-12-14 19:22
【摘要】：随着经济全球化时代的到来,创新成为新常态下企业提升核心竞争力、保持基业长青的关键。员工主动行为是组织与员工创新绩效的重要驱动因素,绩效考核目的对促进员工主动行为、提升创新绩效具有重要影响。因此,探讨绩效考核目的与员工主动行为及创新绩效之间的关系,研究绩效考核目的对员工主动行为及创新绩效的影响机理,具有重要的理论价值与实践意义。本文遵循理论研究与实证研究,定性研究与定量研究相结合的原则,运用文献研究、深度访谈和问卷调查等多种研究方法,系统分析国内外现有相关理论研究和实证研究成果,精炼文献综述,提炼科学问题,构建了绩效考核目的、员工主动行为和员工创新绩效关联机理的理论研究框架,通过理论分析与实证检验得出以下几点结论：本文首先依据社会交换与社会认知理论,以员工心理所有权与自我效能感为中介变量,构建并检验了绩效考核目的与员工主动行为之间的理论关系模型。研究结果表明,评估型绩效考核与发展型绩效考核对员工主动行为分别具有显著负向与正向影响,评估型绩效考核在发展型绩效考核与员工主动行为之间具有负向调节作用；心理所有权与自我效能感在绩效考核目的与员工主动行为之间具有中介作用；同时,自我效能感也中介了评估型绩效考核与发展型绩效考核对员工主动行为的交互影响。其次,运用自我决定、情绪认知等相关理论,构建了绩效考核目的与员工创新绩效之间的理论研究框架,探讨了积极-消极情绪与角色宽度自我效能感在绩效考核目的与员工创新绩效之间的中介作用。研究结果表明,评估型绩效考核与发展型绩效考核对员工创新绩效分别具有显著负向与正向影响,评估型绩效考核在发展型绩效考核与员工创新绩效之间具有负向调节作用;积极-消极情绪与角色宽度自我效能感在绩效考核目的与员工创新绩效之间具有中介作用,积极情绪对员工角色宽度自我效能感具有显著正向影响。再次,依据积极心理学与社会信息处理理论,构建了以员工创造力为中介变量,以绩效考核目的为调节变量的员工主动行为与创新绩效之间的理论分析框架。研究结果表明,员工主动行为对员工创新绩效具有显著正向影响；员工创造力在员工主动行为与员工创新绩效之间具有中介作用;绩效考核目的在员工主动行为与创新绩效之间具有调节作用,员工创造力中介了绩效考核目的对员工主动行为与创新绩效关系的调节效应。本文研究对绩效考核目的对员工主动行为与创新绩效的影响及其影响机理进行了系统研究,旨在揭示绩效考核目的促进员工主动行为,提升员工创新绩效的关联机理,对丰富人力资源管理理论与实践,为我国企业构建富有激励力的绩效考核机制、激发员工创新的积极性与主动性提供管理决策参考。
[Abstract]:With the arrival of the era of economic globalization, innovation has become the key to enhance the core competitiveness of enterprises and keep the basic industry evergreen under the new normal. Employee initiative behavior is an important driving factor of organizational and employee innovation performance. The purpose of performance appraisal plays an important role in promoting employee initiative behavior and improving innovation performance. Therefore, it is of great theoretical value and practical significance to explore the relationship between the purpose of performance appraisal and employee initiative behavior and innovation performance, and to study the influence mechanism of performance appraisal purpose on employee initiative behavior and innovation performance. Following the principles of theoretical and empirical research, qualitative and quantitative research, and using literature research, in-depth interviews and questionnaires, this paper systematically analyzes the existing theoretical and empirical research results at home and abroad. The theoretical research framework of performance appraisal purpose, employee initiative behavior and employee innovation performance correlation mechanism is constructed, by refining literature review, refining scientific problems, and constructing a theoretical research framework of performance appraisal purpose, employee initiative behavior and employee innovation performance correlation mechanism. Through theoretical analysis and empirical test, the following conclusions are drawn: firstly, based on the theory of social exchange and social cognition, this paper takes the psychological ownership and self-efficacy of employees as intermediary variables. The theoretical relationship model between the purpose of performance appraisal and employee's active behavior is constructed and tested. The results show that evaluative performance appraisal and developmental performance appraisal have significant negative and positive effects on employee's active behavior, and evaluative performance appraisal has negative adjustment effect between developmental performance appraisal and employee's active behavior. Psychological ownership and self-efficacy play an intermediary role between the purpose of performance appraisal and employees' active behavior. Meanwhile, self-efficacy also mediates the interaction between evaluative performance appraisal and developmental performance appraisal on employee's active behavior. Secondly, using the theories of self-determination, emotion cognition and so on, the paper constructs the theoretical research framework between the purpose of performance appraisal and the innovation performance of employees. This paper discusses the mediating effect of positive-negative emotion and role width self-efficacy on the purpose of performance appraisal and employee innovation performance. The results show that evaluative performance appraisal and developmental performance appraisal have significant negative and positive effects on employee innovation performance, and evaluative performance appraisal has a negative adjustment effect between developmental performance appraisal and employee innovation performance. Positive-negative emotion and role-width self-efficacy play an intermediary role between the purpose of performance appraisal and employee innovation performance, and positive emotions have a significant positive impact on employee role-width self-efficacy. Thirdly, according to the theory of positive psychology and social information processing, this paper constructs a theoretical analysis framework between employee initiative behavior and innovation performance, which takes employee creativity as intermediary variable and adjusts variable with the purpose of performance appraisal. The results show that employees' active behavior has a significant positive impact on employees' innovation performance. Employee creativity plays an intermediary role between employee initiative and employee innovation performance; The purpose of performance appraisal plays a regulating role between employee's active behavior and innovative performance. The creativity of employees mediates the regulatory effect of performance appraisal purpose on the relationship between employee's active behavior and innovative performance. This paper studies the effect of performance appraisal purpose on employee's active behavior and innovation performance and its influence mechanism, in order to reveal the related mechanism of performance appraisal purpose to promote employee's active behavior and enhance employee's innovation performance. It can enrich the theory and practice of human resource management, and provide management decision reference for enterprises in our country to construct the performance appraisal mechanism which is full of inspiration, and to stimulate the enthusiasm and initiative of employees' innovation.
【学位授予单位】：华中科技大学
【学位级别】：博士
【学位授予年份】：2016
【分类号】：F272.92;F273.1
，
本文编号：2379181
[Abstract]:With the arrival of the era of economic globalization, innovation has become the key to enhance the core competitiveness of enterprises and keep the basic industry evergreen under the new normal. Employee initiative behavior is an important driving factor of organizational and employee innovation performance. The purpose of performance appraisal plays an important role in promoting employee initiative behavior and improving innovation performance. Therefore, it is of great theoretical value and practical significance to explore the relationship between the purpose of performance appraisal and employee initiative behavior and innovation performance, and to study the influence mechanism of performance appraisal purpose on employee initiative behavior and innovation performance. Following the principles of theoretical and empirical research, qualitative and quantitative research, and using literature research, in-depth interviews and questionnaires, this paper systematically analyzes the existing theoretical and empirical research results at home and abroad. The theoretical research framework of performance appraisal purpose, employee initiative behavior and employee innovation performance correlation mechanism is constructed, by refining literature review, refining scientific problems, and constructing a theoretical research framework of performance appraisal purpose, employee initiative behavior and employee innovation performance correlation mechanism. Through theoretical analysis and empirical test, the following conclusions are drawn: firstly, based on the theory of social exchange and social cognition, this paper takes the psychological ownership and self-efficacy of employees as intermediary variables. The theoretical relationship model between the purpose of performance appraisal and employee's active behavior is constructed and tested. The results show that evaluative performance appraisal and developmental performance appraisal have significant negative and positive effects on employee's active behavior, and evaluative performance appraisal has negative adjustment effect between developmental performance appraisal and employee's active behavior. Psychological ownership and self-efficacy play an intermediary role between the purpose of performance appraisal and employees' active behavior. Meanwhile, self-efficacy also mediates the interaction between evaluative performance appraisal and developmental performance appraisal on employee's active behavior. Secondly, using the theories of self-determination, emotion cognition and so on, the paper constructs the theoretical research framework between the purpose of performance appraisal and the innovation performance of employees. This paper discusses the mediating effect of positive-negative emotion and role width self-efficacy on the purpose of performance appraisal and employee innovation performance. The results show that evaluative performance appraisal and developmental performance appraisal have significant negative and positive effects on employee innovation performance, and evaluative performance appraisal has a negative adjustment effect between developmental performance appraisal and employee innovation performance. Positive-negative emotion and role-width self-efficacy play an intermediary role between the purpose of performance appraisal and employee innovation performance, and positive emotions have a significant positive impact on employee role-width self-efficacy. Thirdly, according to the theory of positive psychology and social information processing, this paper constructs a theoretical analysis framework between employee initiative behavior and innovation performance, which takes employee creativity as intermediary variable and adjusts variable with the purpose of performance appraisal. The results show that employees' active behavior has a significant positive impact on employees' innovation performance. Employee creativity plays an intermediary role between employee initiative and employee innovation performance; The purpose of performance appraisal plays a regulating role between employee's active behavior and innovative performance. The creativity of employees mediates the regulatory effect of performance appraisal purpose on the relationship between employee's active behavior and innovative performance. This paper studies the effect of performance appraisal purpose on employee's active behavior and innovation performance and its influence mechanism, in order to reveal the related mechanism of performance appraisal purpose to promote employee's active behavior and enhance employee's innovation performance. It can enrich the theory and practice of human resource management, and provide management decision reference for enterprises in our country to construct the performance appraisal mechanism which is full of inspiration, and to stimulate the enthusiasm and initiative of employees' innovation.
【学位授予单位】：华中科技大学
【学位级别】：博士
【学位授予年份】：2016
【分类号】：F272.92;F273.1
，
本文编号：2379181
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