绩效考核政治结构及其对反生产行为的影响  

The structure of performance appraisal politics and its impact on counterproductive work behaviors

作　　者：赵君[1] 张永军 刘智强[3] 刘钰婧 ZHAO Jun;ZHANG Yongjun;LIU Zhiqiang;LIU Yujing(School of Public Administration,Zhongnan University of Economics and Law,Wuhan 430073,China;Business School,Henan University,Kaifeng 475004,China;School of Management,Huazhong University of Science and Technology,Wuhan 430074,China)

机构地区：[1]中南财经政法大学公共管理学院,湖北武汉430073 [2]河南大学商学院,河南开封475004 [3]华中科技大学管理学院,湖北武汉430074

出　　处：《管理工程学报》2022年第1期99-110,共12页Journal of Industrial Engineering and Engineering Management

基　　金：国家自然科学基金重点基金项目(71832004);国家自然科学基金青年项目(71602050);教育部人文社会科学研究青年基金项目(20YJC630224);湖北省教育厅哲学社会科学研究项目(19G017);中南财经政法大学中央高校基本科研业务费专项资金项目(2722020JCT027)。

摘　　要：首先,本文采用扎根理论并结合探索性因子分析,在中国文化情境下从评估者动机视角开发绩效考核政治的结构,包括平衡性、激励性、惩罚性等三个维度。然后,本研究基于社会交换理论探讨绩效考核政治各维度如何影响反生产行为。研究发现,激励性和惩罚性绩效考核政治正向影响反生产行为,且负向影响组织信任,组织信任在激励性、惩罚性绩效考核政治与反生产行为之间具有中介作用。最后,本文讨论了研究贡献以及存在的局限性。When appraisal results are inconsistent with the truth because appraisers consider some specific purposes or factors other than actual performance, the performance appraisal politics will occur. Performance appraisal politics involve some driving motives which serve the interests of individuals or organizations. Appraisers expect to obtain organizational power to meet their own needs, and employees also tend to promote the results to favor their directions. Indeed, the common goal of appraisers and employees is to maximize their benefits. Previous researches have focused on enhancing the accuracy of appraisal through technical improvements, and reducing the inadvertent errors and deviations of appraisers. However, organizations are more likely to concentrate on the effectiveness of performance appraisal in management practice, and even consider it as a way to use power flexibly within reasonable authority. They view performance appraisal not only as an effective tool for incentive, accountability and communication, but also as an approach send out signals about their own or department′s performance and power.Using the grounded theory and exploratory factor analysis, this study develops the structure of performance appraisal politics in the Chinese cultural context, including balance-based, motivation-based, and punishment-based performance appraisal politics, from the perspective of appraiser′s motive. Subsequently, based on the social exchange theory, this study discusses the effects of the three-dimensional structure of performance appraisal politics on counterproductive work behaviors, and the mediating role of organizational trust. The results show that motivition-based and punishment-based performance appraisal politics have positive effects on counterproductive work behaviors, and negative effects on organizational trust. Organizational trust plays a mediating role in the relationship between motivition-based, punishment-based performance appraisal politics and counterproductive work behaviors. Comparin

关 键 词：绩效考核政治 反生产行为 组织信任 中国文化情境 

分 类 号：C936[经济管理—管理学]