摘要
周边绩效属于员工角色外行为,它可以促进组织绩效,提高组织凝聚力。现实中,知识型员工的周边绩效水平普遍不高。影响周边绩效的因素主要有员工的组织认同感、组织支持感、工作压力、情绪智力、领导-成员交换质量以及人力资源管理实践。因此,管理者应针对知识型员工的特征,多途径提高员工的组织认同感,加大组织支持力度,减轻员工工作压力,提高员工的情绪智力,改进领导风格,重视人力资源管理实践,以促进员工的周边绩效。
Contextual performance belongs to the employee＇s extra role behavior, which can promote organizational performance and enhance organizational cohesion. However, the level of contextual performance of knowledge workers is not high. The factors which influence employee＇s contextual performance are： employees＇ organizational identification, perceived organizational support, job stress, emotional intelligence, leader -member exchange quality and human resource management practice. Therefore, in order to promote employee＇s contextual performance, some countermeasures should be taken in accordance with the characteristics of knowledge workers. Managers should make efforts to improve employees＇ organizational identification, strengthen the organization support, reduce the staff working pressure, improve employee＇s emotional intelligence, improve leadership style, and pay more attention on human resource management practice.
出处
《云梦学刊》
2015年第2期83-87,共5页
Journal of Yunmeng
基金
湖南省教育厅科学研究项目"有效激励知识型员工的模式与对策--基于长株潭区域高新技术企业人才激励机制实证研究"(10C0776)
关键词
知识型员工
周边绩效
促进对策
knowledge worker
contextual performance
countermeasures
