摘要
本文在委托—代理理论的基础上,分析了由主观绩效评估和客观绩效评估偏差引起的绩效扭曲现象,提出将胜任力测评和市场导向相结合,一方面提高主观绩效评估的有效性,另一方面建立员工与组织间的信任,以减少绩效扭曲的程度,促进个体的有效激励。最后本文以NBA的薪资激励体系为例进行了论证。
Based on the analysis of the Principal-Agent Theory, this paper analyses the situation of performance distortion caused by the wrap of subjective performance evaluation and objective performance evaluation, and proposes that organizations should combine competencies appraisal with market orientation in order to enhance the effectiveness of subjective performance evaluation on the one hand, and build the trust between organizations and employees on the other. This will decrease the extent of performance distortion and promote the effective evaluation of individuals at the same time. At last, this paper uses NBA＇s compensation system as an example to demonstrate this point.
出处
《管理评论》
CSSCI
北大核心
2009年第3期58-64,共7页
Management Review
基金
国家自然科学基金项目资助(70572048)
关键词
胜任力
市场导向
绩效评估体系
competencies
market orientation
performance evaluation system
