绩效评估公平感与组织承诺的关系研究  

A study on the relationship between perception of justice in performance appraisal and organizational commitment

作　　者：张奇[1] 陈劲[2] 李小红[3] 

机构地区：[1]丽水学院,浙江丽水323000 [2]浙江大学管理学院,杭州310027 [3]复旦大学国际关系与公共事务学院,上海200433

出　　处：《科研管理》2009年第2期111-118,138,共9页Science Research Management

基　　金：浙江省自然科学基金资助;批准号为X606838(2006.10-2008.12)

摘　　要：本文以浙江省高等院校和科研机构的科研人员为研究对象,通过问卷调查,对科研人员的绩效评估公平感与组织承诺的关系进行统计学意义上的分析。研究结果显示:不同个体特征的科研人员在绩效评估公平感和组织承诺上都存在不同程度的显著差异;浙江省科研人员的绩效评估公平感与情感承诺的相关性较大,与持续承诺和行为承诺的相关性较小;某些个体特征在绩效评估公平感与组织承诺的关系上具有缓冲影响。A statistical analysis on the relationships between perception of justice in performance appraisal and organizational commitment of S＆T personnel with different personal features in Zhejiang province is conducted based on a questionnaire survey. It is revealed that the individual characteristics of different S＆T personnel contribute to the striking difference in their perception of justice in performance appraisal and have more correlative with affective commitment than with continuing and behavioral commitment. The study also shows that some of the individual characteristics have a cushiony effect on the relationships between perception of justice in performance appraisal and organizational commitment.

关 键 词：绩效评估 公平感 组织承诺 科研人员 

分 类 号：F272.92[经济管理—企业管理] G316[经济管理—国民经济]