績(jī)效考核目的對(duì)員工主動(dòng)行為與創(chuàng)新績(jī)效的影響機(jī)理研究
發(fā)布時(shí)間：2018-12-14 19:22
【摘要】：隨著經(jīng)濟(jì)全球化時(shí)代的到來(lái),創(chuàng)新成為新常態(tài)下企業(yè)提升核心競(jìng)爭(zhēng)力、保持基業(yè)長(zhǎng)青的關(guān)鍵。員工主動(dòng)行為是組織與員工創(chuàng)新績(jī)效的重要驅(qū)動(dòng)因素,績(jī)效考核目的對(duì)促進(jìn)員工主動(dòng)行為、提升創(chuàng)新績(jī)效具有重要影響。因此,探討績(jī)效考核目的與員工主動(dòng)行為及創(chuàng)新績(jī)效之間的關(guān)系,研究績(jī)效考核目的對(duì)員工主動(dòng)行為及創(chuàng)新績(jī)效的影響機(jī)理,具有重要的理論價(jià)值與實(shí)踐意義。本文遵循理論研究與實(shí)證研究,定性研究與定量研究相結(jié)合的原則,運(yùn)用文獻(xiàn)研究、深度訪談和問(wèn)卷調(diào)查等多種研究方法,系統(tǒng)分析國(guó)內(nèi)外現(xiàn)有相關(guān)理論研究和實(shí)證研究成果,精煉文獻(xiàn)綜述,提煉科學(xué)問(wèn)題,構(gòu)建了績(jī)效考核目的、員工主動(dòng)行為和員工創(chuàng)新績(jī)效關(guān)聯(lián)機(jī)理的理論研究框架,通過(guò)理論分析與實(shí)證檢驗(yàn)得出以下幾點(diǎn)結(jié)論：本文首先依據(jù)社會(huì)交換與社會(huì)認(rèn)知理論,以員工心理所有權(quán)與自我效能感為中介變量,構(gòu)建并檢驗(yàn)了績(jī)效考核目的與員工主動(dòng)行為之間的理論關(guān)系模型。研究結(jié)果表明,評(píng)估型績(jī)效考核與發(fā)展型績(jī)效考核對(duì)員工主動(dòng)行為分別具有顯著負(fù)向與正向影響,評(píng)估型績(jī)效考核在發(fā)展型績(jī)效考核與員工主動(dòng)行為之間具有負(fù)向調(diào)節(jié)作用；心理所有權(quán)與自我效能感在績(jī)效考核目的與員工主動(dòng)行為之間具有中介作用；同時(shí),自我效能感也中介了評(píng)估型績(jī)效考核與發(fā)展型績(jī)效考核對(duì)員工主動(dòng)行為的交互影響。其次,運(yùn)用自我決定、情緒認(rèn)知等相關(guān)理論,構(gòu)建了績(jī)效考核目的與員工創(chuàng)新績(jī)效之間的理論研究框架,探討了積極-消極情緒與角色寬度自我效能感在績(jī)效考核目的與員工創(chuàng)新績(jī)效之間的中介作用。研究結(jié)果表明,評(píng)估型績(jī)效考核與發(fā)展型績(jī)效考核對(duì)員工創(chuàng)新績(jī)效分別具有顯著負(fù)向與正向影響,評(píng)估型績(jī)效考核在發(fā)展型績(jī)效考核與員工創(chuàng)新績(jī)效之間具有負(fù)向調(diào)節(jié)作用;積極-消極情緒與角色寬度自我效能感在績(jī)效考核目的與員工創(chuàng)新績(jī)效之間具有中介作用,積極情緒對(duì)員工角色寬度自我效能感具有顯著正向影響。再次,依據(jù)積極心理學(xué)與社會(huì)信息處理理論,構(gòu)建了以員工創(chuàng)造力為中介變量,以績(jī)效考核目的為調(diào)節(jié)變量的員工主動(dòng)行為與創(chuàng)新績(jī)效之間的理論分析框架。研究結(jié)果表明,員工主動(dòng)行為對(duì)員工創(chuàng)新績(jī)效具有顯著正向影響；員工創(chuàng)造力在員工主動(dòng)行為與員工創(chuàng)新績(jī)效之間具有中介作用;績(jī)效考核目的在員工主動(dòng)行為與創(chuàng)新績(jī)效之間具有調(diào)節(jié)作用,員工創(chuàng)造力中介了績(jī)效考核目的對(duì)員工主動(dòng)行為與創(chuàng)新績(jī)效關(guān)系的調(diào)節(jié)效應(yīng)。本文研究對(duì)績(jī)效考核目的對(duì)員工主動(dòng)行為與創(chuàng)新績(jī)效的影響及其影響機(jī)理進(jìn)行了系統(tǒng)研究,旨在揭示績(jī)效考核目的促進(jìn)員工主動(dòng)行為,提升員工創(chuàng)新績(jī)效的關(guān)聯(lián)機(jī)理,對(duì)豐富人力資源管理理論與實(shí)踐,為我國(guó)企業(yè)構(gòu)建富有激勵(lì)力的績(jī)效考核機(jī)制、激發(fā)員工創(chuàng)新的積極性與主動(dòng)性提供管理決策參考。
[Abstract]:With the arrival of the era of economic globalization, innovation has become the key to enhance the core competitiveness of enterprises and keep the basic industry evergreen under the new normal. Employee initiative behavior is an important driving factor of organizational and employee innovation performance. The purpose of performance appraisal plays an important role in promoting employee initiative behavior and improving innovation performance. Therefore, it is of great theoretical value and practical significance to explore the relationship between the purpose of performance appraisal and employee initiative behavior and innovation performance, and to study the influence mechanism of performance appraisal purpose on employee initiative behavior and innovation performance. Following the principles of theoretical and empirical research, qualitative and quantitative research, and using literature research, in-depth interviews and questionnaires, this paper systematically analyzes the existing theoretical and empirical research results at home and abroad. The theoretical research framework of performance appraisal purpose, employee initiative behavior and employee innovation performance correlation mechanism is constructed, by refining literature review, refining scientific problems, and constructing a theoretical research framework of performance appraisal purpose, employee initiative behavior and employee innovation performance correlation mechanism. Through theoretical analysis and empirical test, the following conclusions are drawn: firstly, based on the theory of social exchange and social cognition, this paper takes the psychological ownership and self-efficacy of employees as intermediary variables. The theoretical relationship model between the purpose of performance appraisal and employee's active behavior is constructed and tested. The results show that evaluative performance appraisal and developmental performance appraisal have significant negative and positive effects on employee's active behavior, and evaluative performance appraisal has negative adjustment effect between developmental performance appraisal and employee's active behavior. Psychological ownership and self-efficacy play an intermediary role between the purpose of performance appraisal and employees' active behavior. Meanwhile, self-efficacy also mediates the interaction between evaluative performance appraisal and developmental performance appraisal on employee's active behavior. Secondly, using the theories of self-determination, emotion cognition and so on, the paper constructs the theoretical research framework between the purpose of performance appraisal and the innovation performance of employees. This paper discusses the mediating effect of positive-negative emotion and role width self-efficacy on the purpose of performance appraisal and employee innovation performance. The results show that evaluative performance appraisal and developmental performance appraisal have significant negative and positive effects on employee innovation performance, and evaluative performance appraisal has a negative adjustment effect between developmental performance appraisal and employee innovation performance. Positive-negative emotion and role-width self-efficacy play an intermediary role between the purpose of performance appraisal and employee innovation performance, and positive emotions have a significant positive impact on employee role-width self-efficacy. Thirdly, according to the theory of positive psychology and social information processing, this paper constructs a theoretical analysis framework between employee initiative behavior and innovation performance, which takes employee creativity as intermediary variable and adjusts variable with the purpose of performance appraisal. The results show that employees' active behavior has a significant positive impact on employees' innovation performance. Employee creativity plays an intermediary role between employee initiative and employee innovation performance; The purpose of performance appraisal plays a regulating role between employee's active behavior and innovative performance. The creativity of employees mediates the regulatory effect of performance appraisal purpose on the relationship between employee's active behavior and innovative performance. This paper studies the effect of performance appraisal purpose on employee's active behavior and innovation performance and its influence mechanism, in order to reveal the related mechanism of performance appraisal purpose to promote employee's active behavior and enhance employee's innovation performance. It can enrich the theory and practice of human resource management, and provide management decision reference for enterprises in our country to construct the performance appraisal mechanism which is full of inspiration, and to stimulate the enthusiasm and initiative of employees' innovation.
【學(xué)位授予單位】：華中科技大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92;F273.1
，
本文編號(hào)：2379181
[Abstract]:With the arrival of the era of economic globalization, innovation has become the key to enhance the core competitiveness of enterprises and keep the basic industry evergreen under the new normal. Employee initiative behavior is an important driving factor of organizational and employee innovation performance. The purpose of performance appraisal plays an important role in promoting employee initiative behavior and improving innovation performance. Therefore, it is of great theoretical value and practical significance to explore the relationship between the purpose of performance appraisal and employee initiative behavior and innovation performance, and to study the influence mechanism of performance appraisal purpose on employee initiative behavior and innovation performance. Following the principles of theoretical and empirical research, qualitative and quantitative research, and using literature research, in-depth interviews and questionnaires, this paper systematically analyzes the existing theoretical and empirical research results at home and abroad. The theoretical research framework of performance appraisal purpose, employee initiative behavior and employee innovation performance correlation mechanism is constructed, by refining literature review, refining scientific problems, and constructing a theoretical research framework of performance appraisal purpose, employee initiative behavior and employee innovation performance correlation mechanism. Through theoretical analysis and empirical test, the following conclusions are drawn: firstly, based on the theory of social exchange and social cognition, this paper takes the psychological ownership and self-efficacy of employees as intermediary variables. The theoretical relationship model between the purpose of performance appraisal and employee's active behavior is constructed and tested. The results show that evaluative performance appraisal and developmental performance appraisal have significant negative and positive effects on employee's active behavior, and evaluative performance appraisal has negative adjustment effect between developmental performance appraisal and employee's active behavior. Psychological ownership and self-efficacy play an intermediary role between the purpose of performance appraisal and employees' active behavior. Meanwhile, self-efficacy also mediates the interaction between evaluative performance appraisal and developmental performance appraisal on employee's active behavior. Secondly, using the theories of self-determination, emotion cognition and so on, the paper constructs the theoretical research framework between the purpose of performance appraisal and the innovation performance of employees. This paper discusses the mediating effect of positive-negative emotion and role width self-efficacy on the purpose of performance appraisal and employee innovation performance. The results show that evaluative performance appraisal and developmental performance appraisal have significant negative and positive effects on employee innovation performance, and evaluative performance appraisal has a negative adjustment effect between developmental performance appraisal and employee innovation performance. Positive-negative emotion and role-width self-efficacy play an intermediary role between the purpose of performance appraisal and employee innovation performance, and positive emotions have a significant positive impact on employee role-width self-efficacy. Thirdly, according to the theory of positive psychology and social information processing, this paper constructs a theoretical analysis framework between employee initiative behavior and innovation performance, which takes employee creativity as intermediary variable and adjusts variable with the purpose of performance appraisal. The results show that employees' active behavior has a significant positive impact on employees' innovation performance. Employee creativity plays an intermediary role between employee initiative and employee innovation performance; The purpose of performance appraisal plays a regulating role between employee's active behavior and innovative performance. The creativity of employees mediates the regulatory effect of performance appraisal purpose on the relationship between employee's active behavior and innovative performance. This paper studies the effect of performance appraisal purpose on employee's active behavior and innovation performance and its influence mechanism, in order to reveal the related mechanism of performance appraisal purpose to promote employee's active behavior and enhance employee's innovation performance. It can enrich the theory and practice of human resource management, and provide management decision reference for enterprises in our country to construct the performance appraisal mechanism which is full of inspiration, and to stimulate the enthusiasm and initiative of employees' innovation.
【學(xué)位授予單位】：華中科技大學(xué)
【學(xué)位級(jí)別】：博士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92;F273.1
，
本文編號(hào)：2379181
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