绩效考核中宽大效应的成因及控制方法  

The Influence Factors and Remedies of Leniency Effect in Performance Appraisal

作　　者：周浩[1] 龙立荣[2] 

机构地区：[1]华中师范大学心理学院,武汉430079 [2]华中科技大学管理学院,武汉430074

出　　处：《心理科学进展》2005年第6期806-813,共8页Advances in Psychological Science

基　　金：国家自然科学基金资助(项目号:70171046)

摘　　要：绩效考核中宽大效应对于组织的人力资源管理有极大的危害性。该文从考核情境因素、考核工具因素以及考核者因素三方面分析了绩效考核中宽大效应的成因,考核情境因素主要包括组织文化、考核目的、考核的匿名性;考核工具因素主要指考核指标的清晰与结构化;考核者因素包括考核者的动机、认知过程、情感、情绪以及稳定的人格特质。同时,根据对成因的分析提出了对绩效考核中宽大效应的控制方法。最后,指出了以往研究的不足以及未来需要深入研究的几个问题。Leniency effect in performance appraisal had great harmful influences on human resource management. In this paper, leniency effect was analyzed in three dimensions： situational factors, instrumental factors and rater factors. Organizational culture, purpose of appraisal and rater anonymity were regarded as situational factors. Standards of rating was discussed as instrumental factor especially. Motivation, cognitive process, affects, moods, and raters＇ stabile personal traits were regarded as rater factors. At the same time, suggestions of how to cope with leniency effect were provided. Finally, some aspects that need to further research were proposed.

关 键 词：绩效考核 宽大效应 考核者 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]