摘要
绩效考核是一柄"双刃剑",在达成组织既定目标的同时,也可能会带来一系列副作用。本文从绩效考核目的视角,探讨了评估式绩效考核对职场偏差行为的影响机制。研究发现,评估式绩效考核对组织导向和人际导向职场偏差行为均具有显著正向影响;评估式绩效考核对工作满意度具有显著负向影响,工作满意度对组织导向和人际导向职场偏差行为均具有显著负向影响,工作满意度在评估式绩效考核与组织导向和人际导向职场偏差行为之间具有完全中介作用;马基雅维利主义对评估式绩效考核与工作满意度之间关系具有显著调节作用。
Performance appraisal was an effective management method, which not only guaranteed to achieve organizational goals, and took on guiding role for employee behavior, but also could be used as the basis for employ- ee rewards and punishments in organization, and promoted employees＇ career development. However, more and more people were aware that performance appraisal might be a ＂double-edged sword＂. It was helpful to achieve organiza- tional goals, and meanwhile brought a series of negative effects. And then, the management ethical issues arose, which led to a variety of workplace deviance. Most of us already realized the negative effects from performance ap- praisal,but the question was how to induce the negative effects？ No one could well explain it,whether business or theoretical circle. Therefore, this study attempted to explore this issue from the perspective of performance appraisal purpose. Performance appraisal purpose referred to employees perceived the ultimate goal that the organizations used performance appraisal tool, which could generally be divided into evaluative purpose and developmental pur- pose. Among them, the evaluative performance appraisal would inspire the employees＇ utilitarian tendency, made them more machiavellian, forced employees perceived stress, and induced negative emotions and deviance. In order to better understand the evaluative appraisal purpose＇s influence on workplace deviance, this study would examine the mediating role of job satisfaction and moderating role of Machiavellianism. That would better to provide theoreti- cal guidance for intervening workplace deviance in organizations. The questionnaire survey carried on in Wuhan area. The respondents were formal employees, who were in-serv- ice more than half of year. There were mainly two ways to distribute questionnaires：first, we contacted three large manufacturing enterprises in Wuhan, included one state-owned enterprise, one private enterprise and one foreign en- terprise; second,we contacted a part-time MB
出处
《经济管理》
CSSCI
北大核心
2014年第3期63-76,共14页
Business and Management Journal ( BMJ )
基金
国家自然科学基金项目"知识共享视角的团队成员心理资本社会互动机制研究"(71302067)
中央高校基本科研业务费青年教师创新项目"绩效考核政治对职场偏差行为的影响机制研究"(2722013JC073)
