绩效考核目的取向与员工工作卷入:内在激励的中介作用分析  

The Performance Appraisal Purpose Orientation and Employee Involvement:Analysis of the Intermediary Role of Intrinsic Motivation

作　　者：胡蓓[1] 邱敏[1] 

机构地区：[1]华中科技大学管理学院,武汉430074

出　　处：《管理评论》2016年第5期150-160,共11页Management Review

基　　金：国家自然科学基金重点项目(71232001);国家自然科学基金面上项目(70872034)

摘　　要：绩效考核目的取向不仅是组织绩效考核过程能够得以顺利实施的关键,还是员工态度及行为的重要影响因素。目前,国内外关于绩效考核目的取向对员工工作卷入的影响还缺乏系统研究。本文通过问卷调查、数据分析等实证研究方法,对来自421位员工的数据进行分析,剖析了绩效考核目的取向对员工工作卷入的影响及其影响机制,结果表明:评估型绩效考核对员工工作卷入、内在激励均具有显著负向影响;发展型绩效考核对员工工作卷入、内在激励均具有显著正向影响;内在激励在绩效考核目的取向与员工工作卷入之间具有部分中介作用;而自主性倾向在绩效考核目的取向与内在激励之间不具有调节作用。The performance appraisal purpose orientation is not only the key of organizational performance appraisal process implementing successfully,but also the important influence factor of employees＇ attitudes and behavior. Currently,there is few systematic researches on the effect relationship between performance appraisal purpose orientation and employee involvement. Through the empirical research methods such as survey and data analysis,this paper analyzes data from 421 employees,and explores the effect relationship and mechanism between performance appraisal purpose orientation and employee involvement. The results show that the evaluative performance appraisal has a significant negative impact on employee involvement and intrinsic motivation,the developmental performance appraisal has a significant positive impact on employee involvement and intrinsic motivation. Intrinsic motivation plays a partial intermediary role between performance appraisal purpose orientation and employee involvement. Autonomy orientation does not have a moderating effect between performance appraisal purposes orientation and intrinsic motivation.

关 键 词：绩效考核目的取向 内在激励 工作卷入 自主性倾向 

分 类 号：F272.92[经济管理—企业管理]