【摘要】：雖然績效考核是煤炭企業(yè)激勵(lì)員工的關(guān)鍵管理手段,但績效考核體系所呈現(xiàn)的不當(dāng)績效考核目的將直接影響員工消極情緒的產(chǎn)生,進(jìn)而引發(fā)員工的反生產(chǎn)行為,對(duì)煤炭企業(yè)自身利益造成嚴(yán)重威脅。因此基于煤炭企業(yè)績效考核目的視角,探究績效考核目的取向與員工反生產(chǎn)行為之間的關(guān)系。研究結(jié)果表明,發(fā)展型績效考核目的對(duì)人際指向反生產(chǎn)行為和組織指向反生產(chǎn)行為有顯著負(fù)向影響,評(píng)估型績效考核對(duì)人際指向反生產(chǎn)行為有顯著正向影響,但與組織指向反生產(chǎn)行為無顯著相關(guān)關(guān)系。
[Abstract]:Although the performance appraisal is the key management means to motivate the employees in coal enterprises, the improper purpose of performance appraisal system will directly affect the generation of negative emotion of the employees, and then lead to the anti-production behavior of the employees. To the coal enterprise self-interest causes the serious threat. Therefore, this paper explores the relationship between the goal orientation of performance appraisal and employees' anti-production behavior based on the goal perspective of performance appraisal in coal enterprises. The results show that the purpose of developmental performance appraisal has a significant negative impact on interpersonal and organizational anti-production behavior, and evaluative performance appraisal has a significant positive impact on interpersonal anti-production behavior. However, there was no significant correlation with the organization-directed anti-production behavior.
【作者單位】： 山東科技大學(xué);
【基金】：國家自然科學(xué)基金(51574157)
【分類號(hào)】：F272.92;F426.21
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本文編號(hào)：2311150