基于行为的组织中层管理者工作绩效评价结构研究  

A Study of the Mid-level Supervisors' Performance Evaluation Structure Based on Behavior

作　　者：陈亮[1,2] 段兴民[1] 

机构地区：[1]西安交通大学管理学院,陕西西安710049 [2]衡水学院,河北衡水053000

出　　处：《管理工程学报》2009年第2期44-49,共6页Journal of Industrial Engineering and Engineering Management

摘　　要：本研究从行为视角出发,运用探索性和验证性因素分析方法对组织中层管理者的工作绩效评价结构进行了探讨。研究结果表明:组织中层管理者的工作绩效是一个可以通过行为表现来反映的构念。组织中层管理者的工作绩效评价结构由五个维度构成:人际沟通、行事风格、领导作为、任务执行和敬业尽责,五维度评价结构能较好地反映中层管理者工作绩效的特殊性。五维度评价结构模型与西方关于工作绩效的"任务—周边绩效"模型存在明显差异。From the perspective of behavior this article explored the Mid-level supervisors＇ job performance evaluation structure by using exploring factor analysis and confirmatory factor analysis. The results showed： The Mid-level supervisors＇ job performance is a construct that can be reflected by behavior. The Mid-level supervisors＇ job performance is consisted of five factors, namely interpersonal communications, behavior styles, leadership behavior, task implementation, professional dedication and conscientiousness, and the five-factor construct well expresses the particularity of the Mid-level supervisors＇ job performance. The five-factor evaluation model clearly differs from the taskcontextual performance model developed by western scholars.

关 键 词：组织中层管理者 工作绩效 评价结构 探索性因素分析 验证性因素分析 

分 类 号：F203.9[经济管理—国民经济]