真实影响还是主观偏差:评价源在上下级关系与绩效间的调节作用研究

发布时间：2018-05-18 03:08

  本文选题：上下级关系 + 绩效评价源　； 参考：《预测》2017年01期

【摘要】：在过往文献中,上下级关系(SSG)对下属绩效的影响研究多采用主管评价的绩效数据,所得结果可能受评价者偏差影响,故本文纳入同事评价绩效为参照,探讨绩效评价源对SSG与绩效关系的调节作用。基于203名员工及其主管和同事构成的研究样本,采用SEM多群组分析检验研究假设。结果显示:SSG可以预测主管和同事评价的绩效;主管评价任务绩效受SSG影响的程度显著高于同事评价;任务不确定性显著调节SSG与同事评价所有绩效维度的关系,显著调节SSG与主管评价人际促进的关系,任务不确定性越高,绩效评价受到SSG的影响越大;任务不确定性的调节效应在主管评价和同事评价的群组间呈现差异,在主管评价群组中的效应明显小于同事评价群组,说明由SSG带来的评价者偏差相对稳定。
[Abstract]:In the past literature, the effect of superior and subordinate relationship SSGG on subordinates' performance is mostly studied by the performance data of supervisor evaluation, and the results may be influenced by the evaluators' bias, so this paper includes colleagues' performance evaluation as reference. To explore the effect of performance evaluation source on the relationship between SSG and performance. Based on a sample of 203 employees, their supervisors and colleagues, SEM multi-group analysis was used to test the hypotheses. The results showed that: (1) SSG could predict the performance of supervisor and colleague evaluation; (2) task uncertainty significantly regulated the relationship between SSG and all dimensions of peer evaluation, and the degree of impact of SSG on task performance was significantly higher than that of peer evaluation. The higher the task uncertainty, the greater the impact of SSG on performance evaluation, and the difference of the adjustment effect of task uncertainty between supervisor evaluation group and colleague evaluation group. The effect in the supervisor evaluation group is obviously smaller than that in the colleague evaluation group, which indicates that the deviation of the evaluator brought by SSG is relatively stable.
【作者单位】： 上海对外经贸大学工商管理学院;广发银行股份有限公司上海分行;华东师范大学心理与认知科学学院;
【基金】：国家自然科学基金资助项目(71401100) 上海哲学社会科学重大资助项目(2015DFX001)
【分类号】：F272.92
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本文编号：1904088