绩效评价目标设置与公共服务动机：心理需求满意感的中介效应  

Performance Evaluation Goal Setting and Public Service Motivation:The Mediating Effect of Basic Psychological Need Satisfaction

作　　者：孟凡蓉[1,2] 张玲[2] 

机构地区：[1]西安大学管理学院，西安710049 [2]西安交通大学公共政策与管理学院，西安710049

出　　处：《情报杂志》2011年第9期202-206,F0003,共6页Journal of Intelligence

基　　金：国家自然科学基金项目“目标责任考核、财政管理与组织创新--面向中国地方政府绩效改进的实证研究”(编号:70873092);长江学者和创新团队发展计划(编号:IRT0855);教育部人文社科项目“绩效工资制对义务教育教师工作态度的影响和对策研究”(编号:10XJC630008)

摘　　要：越来越多的公共事业组织开始实行绩效工资制度,以期能够激励工作人员工作积极性,但这种由外在激励制度产生的动机只有转化为内在动机才能更加持久并更具活力。绩效评价是实施绩效工资的基础,本研究聚集于绩效评价中的目标设置,从理论层面分析了绩效评价目标设置、公共服务动机和心理需求满意感之间的关系,并以义务教育教师作为实证研究对象,通过统计分析检验了绩效评价目标设置对公共服务动机的显著正向影响,以及心理需求满意感的完全中介作用。研究结果提示,在对公共事业组织员工实施绩效评价的过程中,要充分考虑被评价对象的心理需求,合理设置绩效目标,从而促进外在目标进一步转化为内在的公共服务动机,使工作人员更好且持续地产生工作动力和热情。More and more public service units inspire their employees by performance evaluation,but the motive initiated by extrinsic incentive institution could be more endurable and energetic only when it is transferred into intrinsic motives.In this research,teachers in compulsory schools are questioned to explore the relationship between goal setting in performance evaluation and public service motivation.The result proves that performance goal setting has significant positive impact on public service motivation,and the basic psychological need satisfaction plays a complete intermediating role and also indicates that the basic psychological needs of the evaluated employees should be fully considered when designing the performance goal and evaluation mechanism in the public service unit.Reasonable performance goal can promote the transfer from extrinsic goal to public service motivation,which would stimulate more working consciousness and enthusiasm of the employees.

关 键 词：绩效目标 公共服务动机 心理需求满意感 

分 类 号：F272[经济管理—企业管理] D630[经济管理—国民经济]