本文選題：績效評估 + 管理績效模型�。� 參考：《浙江大學》2001年博士論文

【摘要】：績效評估是人力資源管理實踐中的核心內(nèi)容之一,也是工業(yè)組織心理學長期研究的一個重要內(nèi)容。本文在文獻研究的基礎上,運用工業(yè)心理學、認知心理學和人力資源管理的有關(guān)概念和理論,通過現(xiàn)場訪談、問卷調(diào)查和實驗模擬等方法,研究了績效評估過程中評估者的內(nèi)隱績效特征模型。本研究的主要焦點是:1)討論中國管理背景下管理績效的概念,構(gòu)建管理績效模型;2) 提出內(nèi)隱績效特征模型的概念和理論,測量和分析評估者的內(nèi)隱績效特征模型,分析內(nèi)隱績效特征模型和績效評估之間的關(guān)系;3) 研究組織管理環(huán)境、績效管理目標等周邊情景因素對內(nèi)隱績效特征模型的影響作用;4) 對內(nèi)隱績效特征模型進行比較分析,研究內(nèi)隱績效特征模型對績效評估差異的影響作用,以及內(nèi)隱績效特征模型對管理決策的影響作用。 本研究共分六個部分: 第一部分,總結(jié)和討論績效評估研究的若干最新進展,對內(nèi)隱理論和內(nèi)隱模型的概念進行了討論,提出本研究的總體設計。主要結(jié)論有:1) 績效概念和績效模型構(gòu)建是目前績效研究的一個重要問題,任務績效一周邊績效是一個基本績效模型,對管理者績效模型的研究日益受到人們的關(guān)注;2) 傳統(tǒng)的認知評價過程研究在評估方法、評估精確度、參照框架等問題上取得了一些新成果,對績效偏差的概念、引起偏差的原因和怎樣克服偏差有了更多新的認識;3) 績效評估環(huán)境條件研究最近重新得到了重視;4) 人們對績效評估的效應研究取得了一些有意義的研究成果,包括評估滿意度、評估效果、評估對人力資源決策的影響等;5) 在中國管理背景下,有關(guān)績效模型、績效概念、績效評估方法等問題的研究還比較少。本研究認為內(nèi)隱績效特征模型類似于人們認知圖式,是人們在特定情景下對績效模型的內(nèi)隱理論假設,它對人們的判斷行為具有重要作用。 第二部分,本研究結(jié)合中國管理實踐背景,通過理論構(gòu)思、現(xiàn)場訪談和大樣本抽樣調(diào)查等方法,構(gòu)建了企業(yè)管理者的績效模型,它主要有三個維度組成:工作表現(xiàn)、管理績效、經(jīng)營績效,并設計了績效評估量表。該模型在理論和實踐上都有重要意義。 第三部份,通過較大樣本的現(xiàn)場調(diào)查,分析了管理績效模型的信度和效度,并構(gòu)建了三維管理績效模型。測量和分析了評估者的內(nèi)隱績效特征模型,發(fā)現(xiàn)它
[Abstract]:Performance evaluation is one of the core contents in the practice of human resource management, and it is also an important part of the long-term study of industrial organization psychology. On the basis of literature research, this paper applies the concepts and theories of industrial psychology, cognitive psychology and human resource management, through field interviews, questionnaires and experimental simulation, etc. The implicit performance feature model of the evaluator in the process of performance evaluation is studied. The main focus of this study is: (1) to discuss the concept of management performance in the context of Chinese management, and to construct a management performance model. (2) to put forward the concept and theory of implicit performance feature model, and to measure and analyze the implicit performance characteristic model of evaluators. This paper analyzes the relationship between implicit performance feature model and performance evaluation. (3) the comparative analysis of implicit performance feature model is carried out by studying the influence of surrounding situation factors such as organizational management environment and performance management objectives on implicit performance feature model. The effects of implicit performance feature model on performance evaluation difference and implicit performance feature model on management decision were studied. This study is divided into six parts: The first part summarizes and discusses some recent developments in the research of performance evaluation, discusses the concepts of implicit theory and implicit model, and puts forward the overall design of this study. The main conclusions are as follows: (1) the concept of performance and the construction of performance model are an important issue in the current performance research, and the performance around task performance is a basic performance model. The traditional cognitive evaluation process research has made some new achievements in evaluation methods, accuracy, reference frame and so on, and the concept of performance deviation. The causes of the deviation and how to overcome the deviation have gained more and more new understanding. 3) recently, the research on the environmental conditions of performance evaluation has received renewed attention. 4) people have made some meaningful research results on the effect of performance evaluation, including the degree of satisfaction of evaluation. In the background of Chinese management, there are few researches on performance model, performance concept, performance evaluation method and so on. This study suggests that implicit performance feature models are similar to cognitive schemata and are implicit theoretical assumptions about performance models in specific situations, which play an important role in people's judgment behavior. In the second part, combining with the background of management practice in China, the paper constructs the performance model of enterprise managers through theoretical conception, field interview and sample survey. It has three dimensions: job performance, management performance, and so on. Management performance, and designed a performance evaluation scale. The model is of great significance both in theory and practice. In the third part, the reliability and validity of the management performance model are analyzed through the field investigation of a large sample, and a three-dimensional management performance model is constructed. The implicit performance characteristic model of evaluator is measured and analyzed.
【學位授予單位】：浙江大學
【學位級別】：博士
【學位授予年份】：2001
【分類號】：C936;F272

【引證文獻】

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1 周勁波;杜麗婷;;基于Qg隱理論的創(chuàng)業(yè)企業(yè)招募偏好研究[J];決策咨詢通訊;2009年01期

相關(guān)博士學位論文 前1條

1 謝小云;人力資源測評效標模型：效度概化的視角[D];浙江大學;2005年

相關(guān)碩士學位論文 前3條

1 梁榮強;人力資源高績效工作系統(tǒng)特征的機制研究[D];浙江大學;2008年

2 戴焱;建設項目協(xié)調(diào)管理績效研究[D];中南大學;2010年

3 張瑜;旅游網(wǎng)絡營銷績效評估研究[D];延安大學;2013年

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本文編號：1865564