绩效激励对评估对象绩效信息使用的影响  

An Empirical Analysis of the Performance Incentive's Effect on Public Manager's Performance Information Use Behavior

作　　者：卓越[1] 张红春[1,2] 

机构地区：[1]厦门大学公共事务学院 [2]伊拉斯姆斯大学公共行政学系

出　　处：《公共行政评论》2016年第2期112-133,207,共22页Journal of Public Administration

基　　金：厦门大学繁荣哲学社会科学项目成果;教育部哲学社会科学研究重大课题攻关项目“事业单位分类改革实施战略研究”(12JZD024);厦门大学田野调查基金(2014GF019)

摘　　要：为了确立绩效改进在政府绩效管理中的目的指向作用,突出绩效信息使用在绩效结果运用中的实际操作价值,论文在界定地方政府评估对象的绩效信息使用行为、厘清地方政府绩效激励方式和结构的基础上,通过比较案例和定量分析相结合的探索性混合研究,采用变量测量与实证调查的途径,运用均值比较、方差分析和多元回归分析等方法,探索性地验证了绩效激励和评估对象绩效信息使用程度之间的关系。论文验证了含有"晋升承诺"并提供实质性"晋升激励"的政府绩效管理制度是强绩效激励,强激励会对评估对象的绩效信息内部管理使用和外部责任使用程度产生正向影响。证明较强的绩效激励特别是实质的"晋升激励"会促使评估对象更认真使用外生的绩效信息。Adopting performance data to improve performance continuously is the fundamental purpose of government performance management. This paper focuses on how to realize this goal in practice. This article provides a conceptualization framework for understandingperformance information use and performance incentives. and analyzes how performance incentives influence public manager＇s performance information utilization behavior. Based on a mixed research design using a comparative case study and quantitative analysis, the evidence from the surveyproves that performance incentives have a positive effect on how much public manager self- reported performance information is used. The findings indicate that strong objective performance incentives result in a strong incentive perception among public managers when it comes to evaluations. Providing promotion incentives for public managers is a strong performance incentive component which has a significant positive effect on a public manager＇s performance information use behavior.

关 键 词：绩效信息使用 绩效激励 晋升激励 绩效评估 

分 类 号：D630[政治法律—政治学]