绩效评价导向对研发人员的工作压力——工作绩效曲线关系的调节作用  

The Impact of Job Stress on R&D Workers' Job Performance: Moderating Role of Performance Appraisal Orientation

作　　者：黄海艳[1] 

机构地区：[1]南京审计学院,南京211815

出　　处：《科学学与科学技术管理》2014年第7期162-170,共9页Science of Science and Management of S.& T.

基　　金：国家自然科学基金项目(71302177);教育部人文社会科学研究项目(12YJC630064);江苏高校优势学科建设工程资助项目(审计科学与技术)

摘　　要：基于文献回顾,研究了工作压力与工作绩效之间的关系以及绩效评价导向对两者关系的影响。根据402份问卷的实证研究发现,工作压力与工作绩效之间呈倒U型关系;研发人员感知的发展型绩效评价导向水平会增强工作压力与工作绩效之间的倒U型曲线关系:在较低工作压力情况下,发展型绩效评价水平低分组比发展型绩效评价水平高分组有利于提高工作绩效;随着工作压力的增加,高分组和低分组二者的工作绩效逐渐增大并相交于一点;工作压力继续增大,发展型绩效评价水平高分组的工作绩效要高于发展型绩效评价水平低分组。The hypothesis about the relationship between job stress and job performance as well as the impact of the performance appraisal orientation for this relationship have been carried out based on existing studies. The em-pirical research for 402 questionnaires showed that there was an inverted U-shaped relationship between job stress and job performance, the performance appraisal orientation sensed by R＆amp;D Workers enhanced this inverted U-shaped relationship, i.e. if the job stress is relatively low, the low score group for the develop performance ap-praisal orientation is more conducive to rise job performance than high score group, but as the job stress in-crease, the job performances for high score group and low score group will gradually increase and intersect at a point, finally, the job stress continues to increase, the high score group for the develop performance appraisal ori-entation has higher job performance than the low score group＇s. The results will help to make the correct evalua-tion of job stress and to choose a right performance appraisal orientation to develop job performance.

关 键 词：工作压力 绩效评价导向 工作绩效 研发人员 

分 类 号：F272.92[经济管理—企业管理]