基于胜任力和市场导向的组织绩效评估体系研究——以NBA激励制度为例  

The Study of Organizational Performance Evaluation System Based on Competencies and Market Orientation——NBA's Compensation System as an Example

作　　者：杜娟[1] 赵曙明[2] 

机构地区：[1]上海外国语大学国际工商管理学院,上海200083 [2]南京大学商学院,南京210093

出　　处：《管理评论》2009年第3期58-64,共7页Management Review

基　　金：国家自然科学基金项目资助(70572048)

摘　　要：本文在委托—代理理论的基础上,分析了由主观绩效评估和客观绩效评估偏差引起的绩效扭曲现象,提出将胜任力测评和市场导向相结合,一方面提高主观绩效评估的有效性,另一方面建立员工与组织间的信任,以减少绩效扭曲的程度,促进个体的有效激励。最后本文以NBA的薪资激励体系为例进行了论证。Based on the analysis of the Principal-Agent Theory, this paper analyses the situation of performance distortion caused by the wrap of subjective performance evaluation and objective performance evaluation, and proposes that organizations should combine competencies appraisal with market orientation in order to enhance the effectiveness of subjective performance evaluation on the one hand, and build the trust between organizations and employees on the other. This will decrease the extent of performance distortion and promote the effective evaluation of individuals at the same time. At last, this paper uses NBA＇s compensation system as an example to demonstrate this point.

关 键 词：胜任力 市场导向 绩效评估体系 

分 类 号：F272.92[经济管理—企业管理] G841[经济管理—国民经济]