企业员工绩效考核评价的合理性与人员流失的关系研究  

Research on the Relationship between the Rationality of Employee Performance Appraisal and Employee Turnover in Enterprises

作　　者：刘红娜 刘晓静 Liu Hongna;Liu Xiaojing(School of Commerce,Business School of Harbin University,Harbin 150028,China)

机构地区：[1]哈尔滨商业大学商务学院,黑龙江哈尔滨150028

出　　处：《科技创业月刊》2024年第3期66-72,共7页Journal of Entrepreneurship in Science & Technology

基　　金：黑龙江省哲学社会科学研究规划项目“全面振兴龙江经济的数字普惠金融供需机制及实现路径研究”(22JYE460)。

摘　　要：基于绩效管理理论和双因素理论,研究企业员工绩效考核评价的合理性与员工流失之间的关系模型,并在此基础上探讨工作满意度的中介效应和工作嵌入的调节效应。以400名企业员工为研究对象,对上述模型进行实证检验,研究结果显示:企业员工绩效考核评价的合理性对员工流失具有显著的负向影响;工作满意度在企业员工绩效考核评价的合理性对员工流失的影响中起到部分中介的作用;工作嵌入正向调节工作满意度对员工流失的影响,工作嵌入水平越高,绩效考核通过工作满意度对离职情况的间接作用越显著。Based on performance management theory and dual factor theory,this article studies the relationship model between the rationality of employee performance evaluation and employee turnover in enterprises,and explores the mediating effect of job satisfaction and the moderating effect of job embeddedness.This study empirically tested the above model with 400 enterprise employees as the research object.The research results showed that the rationality of employee performance evaluation has a significant negative impact on employee turnover;Job satisfaction plays a partial mediating role in the impact of the rationality of employee performance evaluation on employee turnover in enterprises;Job embeddedness positively moderates the impact of job satisfaction on employee turnover.The higher the level of job embeddedness,the more significant the indirect effect of performance evaluation on turnover through job satisfaction.

关 键 词：绩效考核评价 工作满意度 工作嵌入 人员流失 

分 类 号：C931[经济管理—管理学]