绩效考核是绩效管理体系的核心组成成分,其公平程度会对员工的具体行为及工作态度构成影响。研究以公平理论及员工特质为视角,通过对黑龙江省17所企业员工的调查,探究企业绩效考核公平对企业员工创新行为及心理安全感的影响。研究结果表...绩效考核是绩效管理体系的核心组成成分,其公平程度会对员工的具体行为及工作态度构成影响。研究以公平理论及员工特质为视角,通过对黑龙江省17所企业员工的调查,探究企业绩效考核公平对企业员工创新行为及心理安全感的影响。研究结果表明:绩效评价公平以及其程序公平、结果公平、互动公平三个维度均对员工创新绩效有显著正向影响,并且员工心理安全感在二者关系中具有中介作用。Performance appraisal is the core component of the performance management system, and its level of fairness will directly affect the specific behaviors and work attitudes of employees. From the perspective of equity theory and employee characteristics, this study investigates the influence of equity in performance appraisal on innovation behavior and psychological security of employees in 17 enterprises in Heilongjiang Province. The results show that fairness in performance evaluation, including its three dimensions of procedural justice, outcome justice, and interactive justice all have significant positive effects on employees’ innovation performance, and employee psychological security plays an intermediary role in this relationship.展开更多
文摘绩效考核是绩效管理体系的核心组成成分,其公平程度会对员工的具体行为及工作态度构成影响。研究以公平理论及员工特质为视角,通过对黑龙江省17所企业员工的调查,探究企业绩效考核公平对企业员工创新行为及心理安全感的影响。研究结果表明:绩效评价公平以及其程序公平、结果公平、互动公平三个维度均对员工创新绩效有显著正向影响,并且员工心理安全感在二者关系中具有中介作用。Performance appraisal is the core component of the performance management system, and its level of fairness will directly affect the specific behaviors and work attitudes of employees. From the perspective of equity theory and employee characteristics, this study investigates the influence of equity in performance appraisal on innovation behavior and psychological security of employees in 17 enterprises in Heilongjiang Province. The results show that fairness in performance evaluation, including its three dimensions of procedural justice, outcome justice, and interactive justice all have significant positive effects on employees’ innovation performance, and employee psychological security plays an intermediary role in this relationship.
