绩效评估公平感及其影响因素研究述评  

Review on the Study of Performance Appraisal Fairness and Its Antecedents

作　　者：陈丽芬[1] 吴佩莹 Chen Lifen;Wu Peiying(School of Economic and Management,Nanjing University of Science and Technology,Nanjing 210094,China)

机构地区：[1]南京理工大学经济管理学院,南京210094

出　　处：《工业技术经济》2018年第5期48-55,共8页Journal of Industrial Technological Economics

基　　金：国家自然科学基金"绩效评估公平感的结构;前因及效应研究"(项目编号:71172103)

摘　　要：随着绩效评估领域和组织公平领域研究的深入,绩效评估公平越来越受到研究者和实践者的关注。目前的研究在绩效评估公平感的概念和结构上,还未得到一致的观点,大部分研究关注绩效评估公平感的结果变量,对其影响因素的研究较为缺乏。本研究通过文献回顾,首先对绩效评估公平感的概念和结构进行梳理,总结了几种目前较为成熟的维度划分,进一步明确了绩效评估公平感的内涵。其次,基于现有文献,从评估者、受评者、评估者——受评者关系、评估系统等几大方面梳理了绩效评估公平感的影响因素。这对进一步了解员工对绩效评估体系的接受程度,为企业修改完善评估体系提供了具体的理论支持。最后,综合国内外相关文献做出了讨论,并提出了未来绩效评估公平感本土研究的可能方向。With the further study in the fields of performance appraisal and organizational justice,performance appraisal fairness has drawn greater attention from researchers and practitioners.However,the view on the conception and the structure of performance appraisal fairness have not been unified.Further more,most of the researches in this field at present are focused on the results of performance appraisal fairness,while the research on the antecedents of fairness in PA is rare.This paper summarizes the opinions of structure and antecedents of fairness in PA based on the review of related studies,and clarifying the significance of performance appraisal fairness.Further more,the paper presents the antecedents of PA fairness from several parts among raters,ratees and PA system,which may benefit for the organization building a reasonable PA system.We hope it will be helpful for the indigenous research in the future.

关 键 词：绩效评估公平感 结构 影响因素 评估维度 互动公平 组织公平 

分 类 号：F272.92[经济管理—企业管理] F272.3[经济管理—国民经济]