摘要
雇员工作绩效在概念和评估上有不同的方法,但由于多元化概念和评估方法使得对其累积的研究效应的解释变得困难.先前的工作绩效研究还没有证实工作绩效能够被区分为四种成分.本研究超越于现存的工作绩效文献,通过施测,1453份调查数据的因素分析方法显示,工作绩效被显著地划分为四个分离的结构:(1)技术核心(任务绩效);(2)公民气候(关系绩效);(3)学习过程(学习绩效);(4)创新行为(创新绩效).本研究的目的就是提出并证实雇员工作绩效的四维结构模型.
Employee job performance has been conceptualized and measured in various ways. Diversity in the conceptualization and measurement of job performance has made it difficult to interpret the results of an accumulating body of research. Previous employee job performance research has not demonstrated that job performance can be distinguished empirically from task performance, contextual performance, learning performance, and innovative performance. Factor analysis of survey data from 1 453 employees and 768 employee＇s supervisors＇ dyads supported the distinction among the four-component of job performance. The study reported here were conducted to test aspects of a four-component model of job performance which goes beyond the existing literatures and argue that job performance as a combination of result, process, and behavior, has at least four separable components reflecting （a） technical core （task performance） , （b） citizenship climate （contextual performance）, （e） learning process （ learning performance）, and （d） innovative behavior （ innovative performanee） to adapt to organizational change. The objective of this study was to present and demonstrate the four-dimension model of employee＇s job performance.
出处
《管理科学学报》
CSSCI
北大核心
2007年第5期62-77,共16页
Journal of Management Sciences in China
基金
国家自然科学基金资助项目(70572036)
关键词
工作绩效
任务绩效
关系绩效
学习绩效
创新绩效
job performance
task performance
contextual performance
learning performance
innovative performance
