摘要
本研究对河北某地勘单位下辖17个机关部门和研究院(中心)265名员工进行了两阶段的纵向追踪调查,回归分析发现绩效考评和绩效奖励等绩效管理措施能够显著地提升员工工作绩效并缓解工作倦怠,而绩效工资仅有助于提升工作绩效。此外,本研究以组织公平理论为基础进行调节分析发现,分配公平和程序公平对各项绩效管理措施与工作绩效之间关系没有显著的调节作用,仅对各项绩效管理措施与工作倦怠之间关系有显著的调节作用,即当组织公平(分配公平和程序公平)处于较高水平时,绩效管理才有助于缓解员工的工作倦怠,当组织公平处于较低水平时,绩效管理反而会加剧员工的工作倦怠。在此基础上,本研究为事业单位提升绩效管理有效性提供了相应的对策建议。
Based 265 paired data collected from 17 departments of a geological exploration unit in Hebei province through a two-phase longitude design,the influence of performance management practices,such as performance appraisal,performance-based salary and rewarding,on job performance and job burnout have been revealed by a series of hierarchical linear regression. Results show that performance appraisal and performance-based rewarding can help to enhance employees＇ job performance and decrease their job burnout,but performance-based salary can only help to enhance job performance; both distributive justice and procedural justice cannot moderate the influence of performance management practices on job performance but can significantly moderate the influence on job burnout. Specifically,performance management practices are beneficial to relieve employees＇ job burnout only when both distributive justice and procedural justice are at higher level; in contrast,performance management practices can aggravate job burnout when distributive justice and procedural justice are at lower level. Several suggestions are provided based on the results to improve the effectiveness of performance management in public institutions.
出处
《预测》
CSSCI
北大核心
2016年第1期14-21,共8页
Forecasting
基金
国家自然科学基金资助项目(71572119
71302119
71302170)
教育部人文社会科学青年基金资助项目(13YJC630036)
北京市委组织部优秀人才资助项目(2013D005019000002)
关键词
事业单位
绩效管理实践
组织公平
工作绩效
工作倦怠
public institutions
performance management practices
organizational justice
job performance
job burnout
