【摘要】：員工對績效評估程序公正性的感知是其組織公正感的重要內(nèi)容,不同特質(zhì)情感的個體對績效評估系統(tǒng)會產(chǎn)生不同的主觀認知。本文構(gòu)建了員工特質(zhì)情感對績效評估程序公正感的作用機制模型,并通過追蹤調(diào)查數(shù)據(jù)對該模型進行檢驗。結(jié)果顯示:積極特質(zhì)情感對績效評估程序公正感的兩個維度(評估系統(tǒng)公正感、評估者公正感)存在顯著正向影響,消極特質(zhì)情感對評估系統(tǒng)公正感、評估者公正感存在顯著負向影響;組織政治知覺在特質(zhì)情感與績效評估程序公正感兩維度之間起中介作用。研究結(jié)論從情感視角拓寬了績效評估程序公正感的前因變量研究領(lǐng)域,相關(guān)對策有助于提高受評者的績效評估公正感。
[Abstract]:Employees' perception of the fairness of performance evaluation process is an important part of their sense of organizational justice. Individuals with different traits and emotions will have different subjective perceptions of the performance evaluation system. In this paper, the mechanism model of employee trait emotion acting on the fair sense of performance evaluation procedure is constructed, and the model is tested by tracking the survey data. The results showed that positive trait emotion had a significant positive effect on the sense of justice in performance evaluation process (evaluation system justice sense, evaluator justice sense), negative trait emotion had a significant positive impact on evaluation system justice. The perception of organizational politics plays an intermediary role between the two dimensions of trait emotion and performance evaluation process justice. The research conclusions broaden the research field of the antecedent variables of performance evaluation procedure justice from the perspective of emotion, and the relevant countermeasures are helpful to improve the performance evaluation fairness.
【作者單位】： 南京理工大學經(jīng)濟管理學院;
【基金】：國家自然科學基金項目“績效評估公正感的結(jié)構(gòu);前因及效應研究”,項目編號:71172103
【分類號】：F272.92

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