科技工作者三维绩效系统激励机制研究
|
摘要
以往工作绩效激励理论主要聚焦知识员工、管理人员群体,对绩效激励因素的选取一般从个体特征或工作特征层面单一视角出发,将重点放在描述与检验这些因素与绩效间的关系上。随着世界科技竞争加剧,各国均以提高创新力作为提升国力与保障发展的战略重点,科技工作者的绩效激励与开发逐步受到关注。但由于以此群体为对象的相关研究起步较晚,现有对科技工作者绩效结构、组织与个人因素如何协同激励工作绩效等规律,尚缺乏系统的理论研究与论据支持。
本研究立足本土科技工作者,尝试从系统激励的视角,运用定性访谈研究与定量问卷调查研究相结合的方式,就个体特征与工作特征层面对科技工作者绩效各维度协同激励的内在机理进行深入的理论分析与实证论证。本研究首先对管理学范式下激励的基础理论、科技工作者工作绩效结构及其激励机制的相关文献进行梳理,并对各观点进行流派分类与述评,初步界定本研究理论演绎框架;其次,应用企业、高校与研究院所两组定性访谈结果,基于内容分析法对科技工作者绩效、工作特征层面的全面薪酬满意度、个体特征层面的需求与价值观因素的维度划分及内在机理进行了理论初步探索;根据理论推演与访谈结果,从理论上建构科技工作者“态度-行为-结果”三维绩效,同时在个体特征层面的激励因素中,基于需求理论拓展出“职业驱力”这一新概念,并将其与工作特征层面的全面薪酬满意度因素相结合,形成科技工作者三维绩效系统激励机制的理论模型,并提出5组17条研究假设;利用679个本土科技工作者样本,运用结构方程模型、多元回归分析等数据分析方法对理论模型与假设进行验证,并对研究结果展开讨论;最后,阐明本研究的理论贡献、管理启示,研究局限性与未来研究方向。
通过全文实证分析,形成了以下主要研究结论:(1)科技工作者的态度绩效受工作特征因素的激励。非经济薪酬满意度起显著正向激励作用,经济薪酬满意度扮演重要调节作用。(2)科技工作者的行为绩效受个体特征因素与工作特征因素的协同激励。事业型职业驱力起显著激励作用,非经济薪酬满意度起调节作用。科技工作者经营型职业驱力对行为与结果绩效均具侵蚀作用,全面薪酬因素对此无干预效用。(3)科技工作者的结果绩效受行为绩效显著影响,事业型职业驱力通过行为绩效的部分中介作用对结果绩效亦发挥激励效用。(4)在科技工作者三维绩效结构中,态度绩效与行为、结果绩效无显著相关,基于态度、行为绩效的高低交互,可将科技工作者分为四类:高效型、无效型、危机型与成长型科研员工,并提出分类激励建议,扩展了以往科技工作者工作绩效激励研究成果。(5)推导出科技工作者行为绩效对结果绩效的弹性系数,证实了科技成果不确定与时滞性的特点,也为今后科技工作者结果绩效预测提供了借鉴。
Previous performance researches mainly focus on the knowledge workers and the managers and usually select the factors that influence the job performance from one single perspective, the individual characteristics or job characteristics, with emphasis on the description and verification of the relationship between these factors and the performance. In recent years, with the fiercer and fiercer technology competition in the world, all the countries take the improvement of innovation ability as the important strategy to secure a better national strength and future development. As a result, the performance motivation of the S&T personnel arouse the interest of the researchers. But as it was late to begin the study based on the S&T personnel, the systematic theory study and evidence is still insufficient to explain those people’s performance structure and characteristics, how to integrate the organizational and the personal factors to a better performance and the relationships between the above mentioned factors.
This study is based on the local S&T personnel, and attempts to analyze how to integrate the personal and the job factors to achieve a better performance with the combined method of qualitative interview and quantitative questionnaire survey.First of all, this research will define its initial theoretical framework by discussing the basic theory of the incentive study under the management paradigm, the working performance structure of S&T personnel and the relevant documents of its motivation system; classifying the every viewpoints into different schools with review. Secondly, based on the two group of interviewing results from the enterprises, universities and the research institutions, this research sorts out the dimensionality partition modes and the inherent intrinsic mechanism of working performance, the total rewards satisfaction of the job characteristics, the need and value of the personal characteristics of S&T personnel by content analysis.According to the result from theoretical deduction and the qualitative interview, this research will build a theoretical structure of the‘attitude-behavior-output’about S&T personnel working performance, while motivation factors from the personal characteristics, develop the new concept of‘occupational drive’with respect to the theory of need and combine this new concept with the total reward satisfaction of the job characteristics, which leads to the theoretical model of the S&T personnel working performance incentive mechanism and points out the relevant research hypothesis. Later, based on the sample of 679 local S&T personnel, this research will test the theoretical model and the hypothesis by multivariable regression and structural equation modeling analysis,result statement and discussion. Finally, the study states the theoretical contribution and practical recommendation in the conclusion and discusses the limitation and future study of this research.
In summary, the research conclusion is as follows:
1. The attitude performance of S&T personnel is motivated by the job characteristics. Amongst all the factors, the non-financial reward satisfaction is the significant factor that positively motivates the performance of S&T personnel; the financial reward satisfaction has a moderating effect on the relationship between non-financial reward satisfaction and performance .
2. The behavior performance of S&T personnel is inspired by both the personal characteristics and the job characteristics. Among which the‘career-drive’has a significant inspiring effect and the non-financial reward moderating effect. On the contrary, the‘interest-drive’will result in a negative effect to the behavior performance and output performance, the total reward satisfaction of the job characteristics has no intervention to this.
3. The output performance of S&T personnel is significantly inspired by the behavior performance which has a partial mediation effet on the relationship between‘career-drive’and output performance.
4. In the“attitude-behavior-output”structure of the S&T personnel job performance, there is no remarkable correlational relation between the attitude performance and behavior performance or output performance. According to the different level of the attitude and behavior performance, this research classifies the S&T personnel into four groups, namely, the efficient personnel (refers to those who are committed to the organization with good attitude and excellent innovation performance), inefficient personnel (refers to those who are not committed to the organization with bad attitude and poor innovation performance), crisis personnel (refer to those who have excellent innovation performance but not committed to the organization and will leave the organization anytime they got better opportunity ), growth personnel (refer to those who are hard working and committed to the organization with poor research ability temporarily), and also stated out the advices of the classified motivation intervention which is expanded the previous research findings regarding the S&T personnel job performance motivation.
5.This research deduces the elasticity coefficient between behavior performance and the achievement performance of S&T personnel, and confirms the characteristics of both the scientific and technological achievement uncertainty and the posteriority; which also provide the references for the scientific and technological achievement prediction.
本研究立足本土科技工作者,尝试从系统激励的视角,运用定性访谈研究与定量问卷调查研究相结合的方式,就个体特征与工作特征层面对科技工作者绩效各维度协同激励的内在机理进行深入的理论分析与实证论证。本研究首先对管理学范式下激励的基础理论、科技工作者工作绩效结构及其激励机制的相关文献进行梳理,并对各观点进行流派分类与述评,初步界定本研究理论演绎框架;其次,应用企业、高校与研究院所两组定性访谈结果,基于内容分析法对科技工作者绩效、工作特征层面的全面薪酬满意度、个体特征层面的需求与价值观因素的维度划分及内在机理进行了理论初步探索;根据理论推演与访谈结果,从理论上建构科技工作者“态度-行为-结果”三维绩效,同时在个体特征层面的激励因素中,基于需求理论拓展出“职业驱力”这一新概念,并将其与工作特征层面的全面薪酬满意度因素相结合,形成科技工作者三维绩效系统激励机制的理论模型,并提出5组17条研究假设;利用679个本土科技工作者样本,运用结构方程模型、多元回归分析等数据分析方法对理论模型与假设进行验证,并对研究结果展开讨论;最后,阐明本研究的理论贡献、管理启示,研究局限性与未来研究方向。
通过全文实证分析,形成了以下主要研究结论:(1)科技工作者的态度绩效受工作特征因素的激励。非经济薪酬满意度起显著正向激励作用,经济薪酬满意度扮演重要调节作用。(2)科技工作者的行为绩效受个体特征因素与工作特征因素的协同激励。事业型职业驱力起显著激励作用,非经济薪酬满意度起调节作用。科技工作者经营型职业驱力对行为与结果绩效均具侵蚀作用,全面薪酬因素对此无干预效用。(3)科技工作者的结果绩效受行为绩效显著影响,事业型职业驱力通过行为绩效的部分中介作用对结果绩效亦发挥激励效用。(4)在科技工作者三维绩效结构中,态度绩效与行为、结果绩效无显著相关,基于态度、行为绩效的高低交互,可将科技工作者分为四类:高效型、无效型、危机型与成长型科研员工,并提出分类激励建议,扩展了以往科技工作者工作绩效激励研究成果。(5)推导出科技工作者行为绩效对结果绩效的弹性系数,证实了科技成果不确定与时滞性的特点,也为今后科技工作者结果绩效预测提供了借鉴。
Previous performance researches mainly focus on the knowledge workers and the managers and usually select the factors that influence the job performance from one single perspective, the individual characteristics or job characteristics, with emphasis on the description and verification of the relationship between these factors and the performance. In recent years, with the fiercer and fiercer technology competition in the world, all the countries take the improvement of innovation ability as the important strategy to secure a better national strength and future development. As a result, the performance motivation of the S&T personnel arouse the interest of the researchers. But as it was late to begin the study based on the S&T personnel, the systematic theory study and evidence is still insufficient to explain those people’s performance structure and characteristics, how to integrate the organizational and the personal factors to a better performance and the relationships between the above mentioned factors.
This study is based on the local S&T personnel, and attempts to analyze how to integrate the personal and the job factors to achieve a better performance with the combined method of qualitative interview and quantitative questionnaire survey.First of all, this research will define its initial theoretical framework by discussing the basic theory of the incentive study under the management paradigm, the working performance structure of S&T personnel and the relevant documents of its motivation system; classifying the every viewpoints into different schools with review. Secondly, based on the two group of interviewing results from the enterprises, universities and the research institutions, this research sorts out the dimensionality partition modes and the inherent intrinsic mechanism of working performance, the total rewards satisfaction of the job characteristics, the need and value of the personal characteristics of S&T personnel by content analysis.According to the result from theoretical deduction and the qualitative interview, this research will build a theoretical structure of the‘attitude-behavior-output’about S&T personnel working performance, while motivation factors from the personal characteristics, develop the new concept of‘occupational drive’with respect to the theory of need and combine this new concept with the total reward satisfaction of the job characteristics, which leads to the theoretical model of the S&T personnel working performance incentive mechanism and points out the relevant research hypothesis. Later, based on the sample of 679 local S&T personnel, this research will test the theoretical model and the hypothesis by multivariable regression and structural equation modeling analysis,result statement and discussion. Finally, the study states the theoretical contribution and practical recommendation in the conclusion and discusses the limitation and future study of this research.
In summary, the research conclusion is as follows:
1. The attitude performance of S&T personnel is motivated by the job characteristics. Amongst all the factors, the non-financial reward satisfaction is the significant factor that positively motivates the performance of S&T personnel; the financial reward satisfaction has a moderating effect on the relationship between non-financial reward satisfaction and performance .
2. The behavior performance of S&T personnel is inspired by both the personal characteristics and the job characteristics. Among which the‘career-drive’has a significant inspiring effect and the non-financial reward moderating effect. On the contrary, the‘interest-drive’will result in a negative effect to the behavior performance and output performance, the total reward satisfaction of the job characteristics has no intervention to this.
3. The output performance of S&T personnel is significantly inspired by the behavior performance which has a partial mediation effet on the relationship between‘career-drive’and output performance.
4. In the“attitude-behavior-output”structure of the S&T personnel job performance, there is no remarkable correlational relation between the attitude performance and behavior performance or output performance. According to the different level of the attitude and behavior performance, this research classifies the S&T personnel into four groups, namely, the efficient personnel (refers to those who are committed to the organization with good attitude and excellent innovation performance), inefficient personnel (refers to those who are not committed to the organization with bad attitude and poor innovation performance), crisis personnel (refer to those who have excellent innovation performance but not committed to the organization and will leave the organization anytime they got better opportunity ), growth personnel (refer to those who are hard working and committed to the organization with poor research ability temporarily), and also stated out the advices of the classified motivation intervention which is expanded the previous research findings regarding the S&T personnel job performance motivation.
5.This research deduces the elasticity coefficient between behavior performance and the achievement performance of S&T personnel, and confirms the characteristics of both the scientific and technological achievement uncertainty and the posteriority; which also provide the references for the scientific and technological achievement prediction.
引文
[1]郭铁成.我国科技发展现状和转型升级战略[J].决策与信息,2009,290(1):32~33.
[2] Daniel Bell . The coming of post-industrial society:A venture in social forecasting[M].New York:Basic Books Press,1973.
[3]彼得·德鲁克.变动中的管理界(王喜六等)[M],上海:上海译文出版社,1999.
[4]亚当·斯密.国富论(郭大力、王亚南)[M].上海:三联书店,2009.
[5] Elton Mayo.The Human Problems of an Industrial Civilization[M] , New York:Macmillan,1933.
[6] Maslow A.H . Motivation and personality[M].New Yord:Harper&Row Press,1954.
[7] Edgar H Schein .Organizational Psychology[M].London:Prentice Hall,1979 .
[8] William Ouchi .Theory Z: how American business can meet the Japanese challenge[M]. New York : Avon Books,1981.
[9] Osborn Alex. Applied Imagination: Principles and Procedures of Creative Problem Solving[M]. New York: Charles Scribner's Sons,1953.
[10]吴昊.“创新人”—一种人性假设新理念[J].科学管理研究,2000,18(05):6~16.
[11]孙蕾.“目标人”的人性假设与成就激励[J].商业研究,2001,(04):42~44.
[12]吴继霞.“理性生态人”:人性假设理论的新发展[J].道德与文明,2001,(02):29~32 .
[13]郭咸纲.G管理模式宣言[M].北京:新华出版社,2006.
[14]张向前.人性假设H理论与和谐管理系统[J].江淮论坛,2005,(1):30~35.
[15] Erikson E. H. Identity and the life cycle[M]. New York: Norton,1980.
[16] Roger. G. Baldwin.Facutly Career Stages and Implications for Professional Development[M],Chicago:The University of Chicago Press,1990,551~552.
[17]黄修权.高校人力资源管理的特点、现状及对策[J].皖西学院学报,2003,(6):117~118.
[18]孙同梅.创新性人才引进与高校人力资源管理[J].经济师,2004,(2):145~146.
[19] Guterl F.Spectrum/Harris poll: The career[J]. IEEE Spectrum,1984,21(6):59~63.
[20] Allen T J,Katz R.The dual ladder: Motivational solution or managerial delusion[J]. R&Dmanagement,1986,16:185~197.
[21] Aryee S.Career orientations,perceptions of rewarded activity,and career strategies among R&D professionals[J].Journal of Engineering and Technology Management,1992,(9):61~82.
[22] Igbaria M,Kassicieh S K,SilverM. Career orientations and career success amongresearch, and development and engineering professionals [J].Journal of Engineering and Technology Management,1999, 16:29~ 54.
[23]陈维政,余凯成,黄培伦.组织行为学高级教程[M].北京:高等教育出版社,2004.141~144.
[24] Murray H. A.Explorations in Personality: A Clinical and Experimental Study of Fifty Men of College Age[M]. New York: Oxford University Press, 1938.
[25] Alderfer C.P.Existence,relatedness,and growth[M].New Yord:Free Press,1972.
[26] Herzberg,F., Mausner, B., & Snyderman,B. The motivation to work(2nd ed.)[M].New York:Wiley, 1959.
[27] McClelland D.C.The achieving society.Princeton[M],N.J:Van Nostrand,1961.
[28]莱曼W.波特.激励与工作行为(陈学军)[M].北京:机械工作出版社,2006,8~9.
[29] Tampoe M.Motivating Knowledge Worker-the Challedge for the1990s[J].Long Range Planning,1993,(3):49~55
[30] Future Work(1994)转引自安盛咨询公司的研究报告:Workforce of the 21st Century[ R] . 1998.
[31]张望军,彭剑锋.中国企业知识型员工激励机制实证分析[J].科研管理,2001(6):90~96.
[32]马立荣,肖洪钧.知识工作者的激励机制设计[J].大连理工大学学报(社科版),2001(1):26~28.
[33]郑超,黄攸立.国有企业知识型员工激励机制的现状调查及改进策略[J].华东经济管理,2001(3):30~33.
[34]陈云娟,张小林,张良珍.民营企业知识型员工激励因素实证分析[J].河海大学学报(社科版),2005(2):25~29.
[35] Vroom, V.H. Work and motivation[M]. New York: Wiley,1964.
[36] Lewin K.The Conceptual Representation and The Measurement of Psychological Forces[M].Durham,N.C:Duck University Press,1938.
[37] Tolman E.C.Principles of Purposive Behavior.In S.Koch(Ed.),Psychology:A study of science[M],Vol.2,New York:McGraw-Hill,1959.
[38]Lyman W Porter,Edward E Lawler.Managerial Attitudes and Performance[M]. Homewood, IL: Irwin-Dorsey,1968.165~166.
[39] Locke E A.Toward a theory of task motivation and incentives[J].Oraganizational Behavior and Human Performance,1968,(3):157~189.
[40]Locke E A , Latham G P .A Therory of Goal Setting and Task Performance[M].Englewood Cliffs,NJ:Prentice Hall,1990.
[41]Locke E A.Goal theory vs.control theory : Contrasting approaches to understanding workmotivation[J].Motivation and Emotion,1991,15(1):9~28.
[42]休格斯.目标制定(徐之河,奚慧)[M].上海:上海市企业管理协会, 1981.
[43]Ivancevich J M.,McMahon J T.A study of task goal attributes,higher order need strength,and performance[J].Academyof Management Journal,1977,(20):552~563.
[44]Yukl.G.A.,Latham.G.P..Interrelationships amongemployee participation.Individual difference,goal difficult,goal acceptance,goal instrument andperformance[J].Personal Psychology,1978,31:305~323.
[45] Hall H.K., Weinberg R.S., & Jackson A. Effects of goal specificity, goal difficulty, and information feedback on endurance performance[J]. Journal of Sport Psychology,1987,(9): 43~54.
[46] Adams J.S., Jacobsen P.R. Effects of wage inequities on work quality[J]. Journal of Abnormal and Social Psychology ,1964,69:19~25.
[47] Walster E.,Walster G.W., Berscheid E. Equity: Theory And Research[M].Boston: Allyn & Bacon,1978.
[48] Skinner B.F.Contingencies of reinforcement:A theoreticd analysis[M].New York:Appleton-Century–Crofts,1969.
[49]窦胜功,张兰霞,卢纪华.组织行为学教程[M].北京:清华大学出版社,2005.
[50] Michael Armstrong,Angela Baron1. Performance Management[M]. London: The Cromwell Press,1998,15~20.
[51]付亚和,许玉林.绩效管理[M].上海:复旦大学出版社,2008.10~16.
[52] Munsterberg Hugo. Psychology and industrial efficiency[M]. Boston: Houghton Mifflin,1913.
[53] Bernardin H. John, Jeffrey S. Kane, Susan Ross, et al. Performance Appraisal Design,Development,andImplementation,InG.Ferris,S.Rosen,D.Barnum,eds.Handbook of Human Resource Management.Cambridge,Massachusetts: Blackwell,1995,402~93.
[54] Richard S.Williams.Performance Management[M] , London : International Thomson Business Press,1988,93~100 173~175.
[55] Katz D, Kahn R L. The Social Psychology of Organization [M ]. New York: Wiley, 1978. 131—134.
[56]Murphy K R, Sharella A H. Implications of the multidimensional nature of job performance for the validity of selection tests: Multivariate frameworks for studying test validity [ J ]. Personnel Psychology, 1997, 50: 823—854.
[57]Welbourme TM, Johnson D E, Erez A. The role-based performance scale: Validity analysis of a theory2based measure[ J ]. Academy of Management Journal, 1998, 41 (5) : 540—555.
[58]Cardy R.L , Dobbins G.H.Performance Appraisal : Alternative Perspectives [M ].Ohio:South-Western,1994.
[59] Campbell JP , Ford P , et al . Development of multiple job performance measures in a representative sample of jobs [J] .Personnel Psychology , 1990 , 43 (2) : 278～300.
[60] Campbell JP , McCloy RA , Oppler SH , et al . A theory of performance. In : Schmitt N , Borman WC ( Eds . ) . Personnel Selection in Organizations [M] . San Francisco : Jossey-Bass , l993.35～70.
[61] Rotundo M,Sackett P.R.The relative importance of task,citizenship,and counterproductive performance to global ratings of job performance: A policy-capturing approach [J].Journal of Applied Psychology,2002,87(1):66~80.
[62] Borman WC , Motowidlo SJ . Expanding the criterion domain to include elements of contextual performance. In : Schmitt N , Borman WC ( Eds. ) . Personnel Selection in Organizations [ M ] , SanFrancisco : Jossey-Bass Pub1ishers , l993. 71～98.
[63] Smith C A , Organ D W, Near J P. Organizational citizenship behavior : Its nature and antecedent [J ] . Journal of Applied Psychology , 1983 , 68 (4) : 475 ~480.
[64] Van Scotter J. R,Motowidlo, S. J. Interpersonal facilitation and job dedication as separate facets of contextual performance [J ]. Journal of Applied Psychology, 1996,81:525~531.
[65] Coleman, V.L,Borman W. C. Investigating the Underlying Structure of the Citizenship Performance Domain [J]. Human Resource Management Review, 2000, 10:25~45.
[66] Hesketh B,Allworth, E. Adaptive performance: Updating the criterion to cope with change[C]. Paper presented at the Second Australian Industrial and Organizational Psychology Conference, Melbourne,1997.
[67] Pulakos , E. D. et al .Adaptability in the workplace : Development of a taxonomy of adaptive performance[J]. Journal of Applied Psychology,2000,85 (4) :612～624.
[68] Hesketh, B., Neal, A. Technology and performance. In D. R. Ilgen, D. E. Pulakos(Eds.), The changing nature of performance: Implication for staffing , motivation , and development[M] . San Francisco,CA:Jossey-Bass,1999.21~25.
[69]张敏.适应性绩效:教师绩效结构的新发展[J].高等工程教育研究,2007,(02):103~106.
[70]王晖,李晓轩,罗胜强.任务绩效与情境绩效二因素绩效模型的验证[J].中国管理科学,2003,8 (4) :1～10.
[71]孙健敏,焦长泉.对管理者工作绩效结构的探索性研究[J].人类工效学,2002,8 (3) :1～10.
[72]王登峰,崔红.中国基层党政领导干部的工作绩效结构[J].西南师范大学学报(人文社会科学版) ,2006,32 (1) :1~8.
[73]陈亮,段兴民.基于行为的组织中层管理者工作绩效评价结构研究[J].管理工程学报, 2009,23(02):44~49.
[74] Liang,K.G..Fairness in Chinese of Organizations:Dissertation for PH.D..Old Dominion University,1999.
[75] Farh J L. Impetus for action: a cultural analysis of justice and organizational citizenship behavior in Chinese society[J]. Administrative Science Quarterly, 1997,42: 421~444.
[76]Brumbrach,Performance Management[M],London:The Cromwell Press,1988.14~15.
[77]杨杰,方俐洛,凌文铨.绩效评价的若干问题[J].应用心理学,2000,6 (2) : 53 ~58.
[78]仲理峰,时勘.绩效管理的几个基本问题[J].南开管理评论,2000(3):15~19.
[79] George Milkovich, Jerry Newman.Compensation[M]. New York: McGraw Hill,,2004.
[80]田家华,张光进,姜炜.知识员工考评方法的权变选择研究:绩效特征的视角[J].中国地质大学学报(社会科学版). 2008, 8(01): 64~69.
[81]刘仁义,陈士俊.高校教师科技绩效评价指标体系与权重[J].统计与决策, 2007(03b):135~137.
[82] London, M., & Mone, E. M. Continuous learning. In D. R. Ilgen, & D. E. Pulakos(Eds.), The changing nature of performance: Implication for staffing, motivation, and development[M]. San Francisco, CA: Jossey-Bass,1999:119~153.
[83] Scott S G,Bruce R A. Determinants of innovative behavior: A path model of individual innovation in the workp lace [J]. Academy of Management Journal,1994, 37 (3) : 580~607.
[84] Janssen O, Van Yperen N W. Employee’s goal orientations, the quality of leader - member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal,2004, 27 (3) : 368～384.
[85]柳丽华,徐向艺.知识型员工绩效管理模型及其优化[J].山东社会科学,2006 (5) : 56～58.
[86]韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究.管理科学学报, 2007, 10 (05) : 62~77.
[87]Borman, W. C., Motowidlo, S. J. Task performance and contextual performance: The meaning for personnel selection research[J]. Human Performance,1997,10: 99~109.
[88]Peter F. Drucker. The Age of Discontinuity: Guidelines to Our Changing Society[M]. London: Heinemann, 1969.
[89]Tupes E C,Christal.R.E.Recurrent personality factors based on traitratings.Technical Report ASD-TR-61-97[M].Lackland Air Force Base ,TX:U.S.AirForce,1961.
[90] Costa P T, McCrae R R. Revised NEO Personality Inventory&NEO Five factor Inventory Professional Manual [M] . Florida: Psychological Assessment Resources , Inc,1992.27 ~135.
[91] Barrick M R, Mount M K. Autonomy as a moderator of the relationships between the big five personality dimensions and job performance [J]. Journal of Applied Psychology,1993,78: 111~118.
[92] Hogan R,Shelton D. A socioanalytic perspective on job performance[J] . Human Performance , 1998 , 11 (3) : 129 ~144.
[93] Van Scotter J R. Impact of autonomy on task performance, interpersonal facilitation, job dedication, and their relationships with overall performance[C]. Presented at 1999 SIOP Conference, Atlanta, GA, April 30-May 2,1999.
[94]甘怡群,张妙清,宛小昂等.用中国人个性量表(CPAI)预测国有企业中高层管理者的绩效[J] .应用心理学,2002 , (8) :35~ 39.
[95] Seligman, M. E. P. Authentic Happiness: Using the New Positive Psychology to Realize Your Potential for Lasting Fulfillment[M]. New York: Free Press,2002.
[96] Hosen R., Solovey- Hosen, Dand., Stern, L. Education and capital development: Capital as durable personal, social, economic and political influences on the happiness of individuals[J].Education,2003,123(3):496~513.
[97] Fred Luthans., Kyle ,W. Luthans. and Brett, C. Luthans.Positive psychological capital: beyond human and social capital [J]. Business Horizons, 2004, 47(1): 45~50.
[98] Luthans F,Youssef C M.Human , social ,and now positive psychological capital management:Investing in people for competitive advantage[J].Organizational Dynamics ,2004 ,33 (2) :143– 160.
[99]王雁飞,朱瑜.心理资本理论与相关研究进展[J].外国经济与管理,2007,29(05):32~39.
[100]卿涛,郭志刚.基于交换关系的薪酬解释[J].财经科学. 2005(06): 125~130.
[101]文跃然.薪酬管理原理[M].上海:复旦大学出版社,2006.3~4.
[102]Martocchio J. J. Strategic compensation (2nd ed.)[M]. Upper Saddle River, NJ: Prentice Hall, Inc,2001.
[103]彭剑峰.人力资源管理概论[M].上海:复旦大学出版社,2004.5~374.
[104]曾湘泉,周禹.薪酬激励与创新行为关系的实证研究[J].中国人民大学学报(社会科学版),2008, 22 (5) : 86~93.
[105] Lawler E E. Pay and Organizational Effectiveness: A PsychologicalView [M ]. New York: McGraw Hill, 1971.
[106] Leventhal Gerald S. What should be Done with Equity Theory? In:GergenKenneth J, Martin S Greenberg, Richard H Wills. Social Exchange: Advance in Theory and Research [M ]. New York: Plenum, 1980. 27~55.
[107]Risher H.Compensating today’s technical professional[J].Research TechnologyManagement. 2000, 43 (1) : 50 ~56.
[108] Currall S C, TowlerA J , Judge TA, Kohn L. Pay satisfaction and organizational outcomes [J]. Personnel Psychology. 2005, 58: 613 ~640.
[109] Amabile T.M., Hennessey B.A.,B. S. Grossman.Social Influences on Creativity : the Effects of Contracted for Reward [J]. Journal of Personality and Social Psychology,1986 (50) : 14~23.
[110] Kim.B.,Oh.H..Economic compensation compositions preferred by R&D types and intrinsic values [J]..R&D Management ,2002,32(1).
[111] Merriman K K, Deckop J R. Loss aversion and variable pay : A motivational perspective[J ] . International Journal of Human Resource Management , 2007,18 (6) : 1026 ~ 1041.
[112] Pokorny K. Pay - but do not pay too much : An experimental study on t he impact of incentives[J] . Journal of Economic Behavior & Organization,2008,66 (2) : 251 ~ 264.
[113]芮明杰,郭玉林.智力资本激励的制度安排[J].中国工业经济,2002 (9) : 64 ~ 69.
[114]方阳春,姚先国.高新企业薪酬制度研究[J].科研管理,2007,28(05): 115~120.
[115]朱飞.研发人员薪酬制度模式、公平感与个人绩效的实证研究[J].科学学与科学技术管理, 2009, (06):192~196.
[116] F.A.哈耶克.个人主义与经济秩序(贾湛、文跃然等)[M].北京经济学院出版社, 1991.
[117] Jensen Michael,K Murphy: Performance Pay and Top - Management Incentives[J], Journal of Political Economy, 1990, 98, 225～246.
[118] Lepper M.R., Greene D.,R.E. Nisbett.Undermining Children's Intrinsic Interest s with Extrinsic Rewards : A Test of the‘Over Justification’Hypothesis”[J].Journal of Personality & Social Psycholog y , 1973 (28) :129– 137.
[119] Lepper , M.R ., D. Greence. Over Justification Research & Beyond : Towards A Meansend Analysis of Intrinsic & Extrinsic Motivation.In M. R.Lepper & D.Greene (eds.).The Hidden Costs of Reward : New Perspecti veson the Psycholog y of Human Motivation [M]. Hillsdale , NJ : Lawrence Erlbaum , 1978.
[120] Holmstrom B,P. Migrom:Multi - task principal agent analyses: Incentive contrcts, asset ownership, and job design. Journal of law [J],Economics and Organazation, 1991(7):22 ~ 24.
[121] Amabile T.M., Conti R., Lazenby J.,M.Herron.Assessing the Work Environmentfor Creativity[J].Academy of Management Journal ,1996,39 (5) : 1154– 1184.
[122]陈娟,罗文军.知识员工薪酬激励无效论的博弈分析——知识视角的研究[J].求索,2007(09): 13~16.
[123] Holmstrom B., P. Migrom:Multi-task principal agent analyses: Incentive contrcts, asset ownership, and job design[J]. Journal of law,Economics and Organazation, 1991(7):22– 24.
[124] Anial Arya, John Tellingham, Johnathan Gloven.Teams, repeated tasks, and imp licit incentives[J].Journal of Accounting and Economics, 1997, 23:7～23.
[125] Hennessey B.A., T. M.Amabile.Reward , Intrinsic Motivation,and Creativity[J]. American Psychologist , 1998 (53) : 674– 675.
[126] Chang E. Individual pay for performance and commitment HR practices in South Korea [J] . Journal of World Business,2006,41(4) : 368~381.
[127]邓玉林,达庆利,王文平.知识工作设计与知识型员工薪酬策略[J].中国工业经济,2006(08): 93~100.
[128]张俊琴,李廉水,臧志彭.科技人员薪酬水平与薪酬满意关系的实证研究——基于江苏省13地市调研数据[J].中国科技论坛,2008, (3) : 122~125.
[129] Preffer.Six Dangerous myths About Pay[J]. Harvard Business Review, 1998, May– June:109~119.
[130] C. K.普拉哈拉德.金字塔底层的财富——在40多亿穷人的市场中发掘商机并根除贫困(林丹明,徐宗玲)[M ].中国人民大学出版社,2005.
[131]罗宾斯S.组织行为学(孙健敏,李原)[M ].北京:中国人民大学出版社,1997: 143～144.
[132] Hodgetts R M,Altman S. Organizational Behavior [M ]. Philadelphia: Saunders, 1979.
[133] Mortimer J T. Changing Attitudes Toward Work [M ]. Scarsdale, NY:Work in America Institute, 1979.
[134] Conte J M,Michell E A. Dean.Relationship Between Work Attitudes and Job Analysis Ratings:Do Rating Scale Type and Task Discretion Matter?[J]. Human Performance, 2005, 18 (1) : 1~21.
[135]曾明,秦璐.工作满意度研究综述[J].河南教育学院学报, 2003, 22 (1) : 101～104.
[136]张廷君,张再生.天津滨海新区科技人员科研绩效影响因素实证分析[J].天津大学学报(社科版),2009,11(04):323~328.
[137] Organ D W, Ryan K. A . Meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior[J].Personal Psychology, 1995, 48: 775~802.
[138] Hochwarter W A, Perrewe P L, Ferris G R. Job satisfaction and performance:the moderating effects of value attainment and affective disposition[J]. Journal of Vocational Behavior, 1999, 54:296~313.
[139]李晓轩,李超平,时勘.科研组织工作满意度及其与工作绩效的关系研究[J].科学学与科学技术管理,2005,(1):15~19.
[140]Keller Robert T.Job involvement and organizational commitment as longitudinal predictors of job performance:A study of scientists and engineers[J].Journal of Applied Psychology.1997,82(4):539~545.
[141] Olson J M, Zanna M K. Attitudes and attitudes change[J]. Annual Review of Psychology. 1993, 47:117~154.
[142]陈亮,段兴民.基于行为的工作绩效结构理论研究述评[J].科研管理,2008,29(2):133~140.
[143] Becker, H.S.Notes on the concept of commitment[J]. American Journal of Sociology, 1960,66:32~42.
[144] Allen. N. J , Meyer. J . P. The Measurement and Antecedents of Affective , Continuance , and Normative Commitment to the Organization[J], Journal of Occupational Psychology , 1990, 63,11 ~18.
[145]Williams L.J , Anderson S. E. Job Satisfaction and Organizational Commitments as Predictors of Organizational Citizenship and In—role Behaviors[J] . Journal of Management , 1991 , 17 (3) :601~617.
[146] Van Scotter,J.R.Relationships of Task Performance and Contextual Performance with Turnover , Job Satisfaction , and Affective Commitment [J] . Human Resource Management Review , 2000 , 10 (1) :79 ~95.
[147]吴旭飞,孙卫江,郑家青.企业员工组织承诺和工作绩效的相关研究[J].华东经济管理, 2008, 22(09):132~135.
[148]王颖,张生太.组织承诺对个体行为、绩效和福利的影响研究[J].科研管理, 2008,29 (02):142~148.
[149]李金波,许百华,张延燕.组织承诺对员工行为和工作绩效的影响研究[J].人类工效学, 2006,12 (03):17~19.
[150]胡坚,莫燕.高校教师组织承诺与工作绩效关系研究[J].浙江理工大学学报, 2005,22 (04):420~428.
[151]韩翼.工作绩效与工作满意度、组织承诺和目标定向的关系[J].心理学报,2008,40(1):84~91.
[152]许绍康,卢光莉.高校教师组织承诺与工作绩效的关系研究[J].心理科学, 2008 ,31 (4) :987~ 988.
[153]张兰霞,刘杰,赵海丹.知识型员工工作态度与工作绩效关系的实证研究[J].管理学报, 2008, 5 (01) : 138~143.
[154] Libby R. Availability and the generation of hypotheses in analytical review[J ] .Journal of Accounting Research , 1985 ,23 (2) : 648~667.
[155] Parker C P , Baltes B B , Young S A , et al. Relationships between psychological climate perceptions and work outcomes : a meta-analytic review[J].Journal of Organizational Behavior , 2003 , 24 : 389 ~ 416.
[156] Peter F Drucker . Knowledge-worker productivity: the biggest challenge[J ] . California Management Review , 1999 , 41(2) : 79 ~ 85.
[157]吴湘萍,徐福缘,周勇.高校教师工作绩效的影响因素分析[J].华东师范大学学报(教育科学版),2006,24(1):30~37.
[158] Waldman D A , Spangler W D. Putting together the pieces : a closer look at the determinants of job performance[J] . Human Performance , 1989 , 2 : 29~ 59.
[159] Waldman M. Systematic errors and the theory of natural selection[J] . American Economic Review , 1994,84 : 482~497.
[160]袁方.社会研究方法教程[M].北京:北京大学出版社,2004.
[161] John W.Creswell.Research Design: Qualitative, Quantitative, And Mixed Methods Approaches(2nd edition)[M], Thousands Oaks:Sage Publications,2003.
[162]袁岳,汤雪梅.定性研究方法使用指南—焦点团体座谈会[M].南京:南京大学出版社,2001.
[163] Arksey H,Knight P.Interviewing for social scientists[M]. Thousands Oaks:Sage Publications,1999.
[164]孟慧.研究性访谈及其应用现状和展望[J].心理科学,2004,27(5):1202~1205
[165] Collins D. Knowledge work or working knowledge? Ambiguity and confusion in the analysis of the“knowledge age”[J]. Journal of Systemic Knowledge Management, 1998,14(3):74~80.
[166] Kelloway E K, Barling J. Knowledge work as organizational behavior. International Journal of Management Review[J], 2000, 2(3):287~304.
[167] AlvessonM. Management of knowledge—Intensive companies [M ]. Berlin: Walter de Gruyter, 1995.
[168] Davenport T H, Thomas R J , Susan C. The mysterious art and science of knowledge worker performance [J].MIT Sloan Management Review, 2002 (1) : 23~30.
[169]檀平,王兵,李晓燕.知识工作者的特点及其管理[J].科学学与科学技术管理, 2000 (11) : 65—67.
[170]廖建桥,陈建文,张光进.知识员工绩效特征的实证探析[J].研究与发展管理, 2008,20 (06):36~47.
[171]陈建安,李燕萍.管理类和技术类知识员工绩效特征的实证解析[J].经济管理, 2008, 30(11):61~66.
[172] Brief A P,Motowidlo S J. Prosocial organizational behavior[J]. Academy ofmanagement Review, 1986, 11: 710~725
[173]George J M, Brief A P. Feeling good-doing good: A conceptual analysis of the mood at work organizational spontaneity relationship[J]. Psychological Bulletin, 1992, 112: 310~329
[174]王龙,康灿华.科技型中小企业员工绩效考评的探讨[J].科技管理研究, 2006, 26 (05) : 146~148.
[175]廖建桥,文鹏.知识员工定义、特征及分类研究述评[J].管理学报, 2009, (02):277~283.
[176]张军.浅谈企业知识员工的特点及其管理[J].甘肃行政学院学报,2002,(04):39~41.
[177]李志,杨清明,胡自力.企业科技人员的需求特征与积极性调动研究[J].中国科技论坛,2002(02):67~71.
[178] Ian R , Gellatly P, Gregory I. Personality , autonomy , and contextual performance of managers[J] . Human Performance , 2001 , 14(3) : 231~245.
[179] Beaty J C , Jeanette N J , Kevin R C , et al . The Relation between Personality and Contextual Performance in“Strong”Versus“Weak”Situations[J].Human Performance , 2001 , 14 (2) : 125~148.
[180]温忠麟,张雷,侯杰泰等.中介效应检验程序及其应用[J].心理学报,2004,36(5):614~620.
[181]温忠麟,侯杰泰,张雷.调节效应与中介效应的比较和应用[J].心理学报,2005,37(2):268~274.
[182]杨国枢,文崇一,吴聪贤等.社会及行为科学研究法(上)[M].重庆:重庆大学出版社,2006:333~334.
[183]李怀祖.管理研究方法论[M].西安:西安交通大学出版社,2005.
[184]林聚任,刘玉安.社会科学研究方法[M].山东:山东人民出版社,2008.
[185] J. L. Holland, A theory of vocational choice[J]. Journal of Counseling Psychology,1959,(6): 35~45.
[186] Schein, Edgar H. Career Anchors (discovering your real values)[M], Jossey-Bass Pfeiffer, San Francisco,1990.
[187]徐拥军.知识型员工的特点及其对传统管理理论的挑战[J].湘潭大学学报(哲学社会科学版),2004(01):140~144.
[188]廖和平,李张聪.高校科技人员的工作特征及其创新能力增强的现实意义[J].湖南科技大学学报(社会科学版),2009(07):122~125.
[189] Lance A Berger; Dorothy R Berger.The compensation handbook : a state-of-the-art guide to compensation strategy and design[M].New York : McGraw-Hill, 2002.
[190] Smith P. C., Kendall L. M., Hulin, C. L.. The measurement of satisfaction inwork and retirement: A strategy for the study of attitudes[M]. Chicago: Rand McNally, 1969.
[191] Roznowski M.An examination of the measurement properties of the Job Descriptive Index with experimental items[J].Journal of Applied Psychology,1989,74:805~814.
[192] Weiss D. J., Dawis R. V., England G. W., Lofquist, L. H. Manual for the Minnesota Satisfaction Questionnaire. Minnesota Studies in Vocational Rehabilitation (No.XXII), 1–119[M]. Minneapolis: University of Minnesota, Industrial Relations Center,1967.
[193] Heneman,Herbert G,Donald P Schwab.Pay Satisfaction:Its Multidimensional Nature and Measurement[J].International Journal Psychology,1985,20(2):129~141
[194] Carol Danehower,John A Lust.A conceptual model of the determinants of employee benefit satisfaction[J].Human Resource Management Review,1992,2(3):221~~238.
[195] Meyer , J . P. , Allen N. J . Testing the‘Side-bets Theory’of Organizational Commitment : Some Methodological Considerations[J], Journal of A pplied Psychology , 1984,69 :372 ~378.
[196]凌文辁,张治灿,方俐洛.中国职工组织承诺研究[J].中国社会科学,2001(02):90~102.
[197]Pattnaik K.B.,Chaudhury L..Research Performance of Scientists in Academic Institutions in India:An Empirical Exploration.Science[J].Technology & Society,2001,6(1):61~95.
[198]张先恩,叶玉江,滕绵震等.科学技术评价理论与实践[M].北京:北京科学技术出版社,2008.
[199]丁福虎.科研绩效评估的理论与方法[J].科技管理研究,2000(3):45~51.
[200]徐相义,徐永安,李德洲.高校科研业绩评估指标体系的构建与参数计算[J].信息工程大学学报,2004,5(2):99~102.
[201]刘仁义.高校教师科技绩效评价问题研究:[博士学位论文].天津;天津大学,2007.
[202]郎永杰,贾锁堂,吴文清.地方大学科研绩效评价实证研究[J].科学技术哲学研究,2009(12):108~111.
[203]贺天伟,张景林.科研绩效定量评价指标体系的初步设计[J].科技管理研究,2001,(6):58~61.
[204]行金玲.研发人员绩效考核指标体系与实证研究[J].科技管理研究,2008(12):377~378.
[205]Yin R.Case study research:Design and methods(3rd edition)[M].Thousands Oaks:Sage Publications,2003.
[206]吴明隆.SPSS统计应用实务[M].北京:中国铁道出版社,2000.
[207] Kidder, L. H.,and Judd,C. M. Research Methods in Social Relations. (5th ed.) New York: Holt, Rinehart & Winston, 1986.
[208]Nunnally J.C.Psychometric Theory[M].New York:McGraw-Hill,1978.
[209] Kline,R.B.Principles and Practice of Structural Equation Modeling[M].New York:Guildford,1998.
[210]吴明隆.结构方程模型—AMOS的操作与应用[M].重庆:重庆大学出版社,2009.
[211]余建英,何旭宏.数据统计分析与SPSS应用[M].北京:人民邮电出版社,2003.
[212] Bogozzi R.P.,Yi Y.,Structual equation modeling in practice:A review and recommends two-step approach[J]. Psychological Bulletin,1988 ,(103)3:411~423.
[213] Hair J.F.Jr.,Anderson R.E.,Tatham R.L., et al.Multivariate data analysis(5th ed.)[M]Upper Saddle River,NJ:Prentice Hall,1998
[214] Hoyle R.H., Panter A.T.Writing about structural equation models.In R.H.Hoyle(ed.),Structural equation modeling:Concepts,issues,and application[M].Thousand Oaks,CA:Sage,1995.158~176.
[215] Diamantopoulos A.,Siguaw J.A .Introducing LISREL : A guide for the uninitiated . Thousand Oaks,CA:Sage,2000.
[216]余民宁.潜在变项模式——SIMPLIS的应用[M].台北:高等教育出版社,2006.
[217]James L.R,Brett J.M.Mediators,moderators and tests for mediation[J].Journal of Applied Psychological,1984,69(2):307~321.
[218]Baron R.M,Kenny D.A.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1985,51(6):1173~1182.
[219]侯杰泰,温忠麟,成子娟.结构方程模型及其应用[M].广州:教育科学出版社,2004.
[220] Byrne B.M.Structural equation modeling with LISREL,PRELIS and SIMPLIS :Basic concepts,applications and programming[M].Mahwah,NJ:Lawrence Erlbaum Associates,2001.
[221]Aiken L.S,West S.G.Multiple regression : Testing and interpreting interactions[M].Newbury Park,CA:Sage,1991.
[222] McClelland D.C. Testing for competence rather than for intelligence[J]. American Psychologist,1973,28:1~14.
[2] Daniel Bell . The coming of post-industrial society:A venture in social forecasting[M].New York:Basic Books Press,1973.
[3]彼得·德鲁克.变动中的管理界(王喜六等)[M],上海:上海译文出版社,1999.
[4]亚当·斯密.国富论(郭大力、王亚南)[M].上海:三联书店,2009.
[5] Elton Mayo.The Human Problems of an Industrial Civilization[M] , New York:Macmillan,1933.
[6] Maslow A.H . Motivation and personality[M].New Yord:Harper&Row Press,1954.
[7] Edgar H Schein .Organizational Psychology[M].London:Prentice Hall,1979 .
[8] William Ouchi .Theory Z: how American business can meet the Japanese challenge[M]. New York : Avon Books,1981.
[9] Osborn Alex. Applied Imagination: Principles and Procedures of Creative Problem Solving[M]. New York: Charles Scribner's Sons,1953.
[10]吴昊.“创新人”—一种人性假设新理念[J].科学管理研究,2000,18(05):6~16.
[11]孙蕾.“目标人”的人性假设与成就激励[J].商业研究,2001,(04):42~44.
[12]吴继霞.“理性生态人”:人性假设理论的新发展[J].道德与文明,2001,(02):29~32 .
[13]郭咸纲.G管理模式宣言[M].北京:新华出版社,2006.
[14]张向前.人性假设H理论与和谐管理系统[J].江淮论坛,2005,(1):30~35.
[15] Erikson E. H. Identity and the life cycle[M]. New York: Norton,1980.
[16] Roger. G. Baldwin.Facutly Career Stages and Implications for Professional Development[M],Chicago:The University of Chicago Press,1990,551~552.
[17]黄修权.高校人力资源管理的特点、现状及对策[J].皖西学院学报,2003,(6):117~118.
[18]孙同梅.创新性人才引进与高校人力资源管理[J].经济师,2004,(2):145~146.
[19] Guterl F.Spectrum/Harris poll: The career[J]. IEEE Spectrum,1984,21(6):59~63.
[20] Allen T J,Katz R.The dual ladder: Motivational solution or managerial delusion[J]. R&Dmanagement,1986,16:185~197.
[21] Aryee S.Career orientations,perceptions of rewarded activity,and career strategies among R&D professionals[J].Journal of Engineering and Technology Management,1992,(9):61~82.
[22] Igbaria M,Kassicieh S K,SilverM. Career orientations and career success amongresearch, and development and engineering professionals [J].Journal of Engineering and Technology Management,1999, 16:29~ 54.
[23]陈维政,余凯成,黄培伦.组织行为学高级教程[M].北京:高等教育出版社,2004.141~144.
[24] Murray H. A.Explorations in Personality: A Clinical and Experimental Study of Fifty Men of College Age[M]. New York: Oxford University Press, 1938.
[25] Alderfer C.P.Existence,relatedness,and growth[M].New Yord:Free Press,1972.
[26] Herzberg,F., Mausner, B., & Snyderman,B. The motivation to work(2nd ed.)[M].New York:Wiley, 1959.
[27] McClelland D.C.The achieving society.Princeton[M],N.J:Van Nostrand,1961.
[28]莱曼W.波特.激励与工作行为(陈学军)[M].北京:机械工作出版社,2006,8~9.
[29] Tampoe M.Motivating Knowledge Worker-the Challedge for the1990s[J].Long Range Planning,1993,(3):49~55
[30] Future Work(1994)转引自安盛咨询公司的研究报告:Workforce of the 21st Century[ R] . 1998.
[31]张望军,彭剑锋.中国企业知识型员工激励机制实证分析[J].科研管理,2001(6):90~96.
[32]马立荣,肖洪钧.知识工作者的激励机制设计[J].大连理工大学学报(社科版),2001(1):26~28.
[33]郑超,黄攸立.国有企业知识型员工激励机制的现状调查及改进策略[J].华东经济管理,2001(3):30~33.
[34]陈云娟,张小林,张良珍.民营企业知识型员工激励因素实证分析[J].河海大学学报(社科版),2005(2):25~29.
[35] Vroom, V.H. Work and motivation[M]. New York: Wiley,1964.
[36] Lewin K.The Conceptual Representation and The Measurement of Psychological Forces[M].Durham,N.C:Duck University Press,1938.
[37] Tolman E.C.Principles of Purposive Behavior.In S.Koch(Ed.),Psychology:A study of science[M],Vol.2,New York:McGraw-Hill,1959.
[38]Lyman W Porter,Edward E Lawler.Managerial Attitudes and Performance[M]. Homewood, IL: Irwin-Dorsey,1968.165~166.
[39] Locke E A.Toward a theory of task motivation and incentives[J].Oraganizational Behavior and Human Performance,1968,(3):157~189.
[40]Locke E A , Latham G P .A Therory of Goal Setting and Task Performance[M].Englewood Cliffs,NJ:Prentice Hall,1990.
[41]Locke E A.Goal theory vs.control theory : Contrasting approaches to understanding workmotivation[J].Motivation and Emotion,1991,15(1):9~28.
[42]休格斯.目标制定(徐之河,奚慧)[M].上海:上海市企业管理协会, 1981.
[43]Ivancevich J M.,McMahon J T.A study of task goal attributes,higher order need strength,and performance[J].Academyof Management Journal,1977,(20):552~563.
[44]Yukl.G.A.,Latham.G.P..Interrelationships amongemployee participation.Individual difference,goal difficult,goal acceptance,goal instrument andperformance[J].Personal Psychology,1978,31:305~323.
[45] Hall H.K., Weinberg R.S., & Jackson A. Effects of goal specificity, goal difficulty, and information feedback on endurance performance[J]. Journal of Sport Psychology,1987,(9): 43~54.
[46] Adams J.S., Jacobsen P.R. Effects of wage inequities on work quality[J]. Journal of Abnormal and Social Psychology ,1964,69:19~25.
[47] Walster E.,Walster G.W., Berscheid E. Equity: Theory And Research[M].Boston: Allyn & Bacon,1978.
[48] Skinner B.F.Contingencies of reinforcement:A theoreticd analysis[M].New York:Appleton-Century–Crofts,1969.
[49]窦胜功,张兰霞,卢纪华.组织行为学教程[M].北京:清华大学出版社,2005.
[50] Michael Armstrong,Angela Baron1. Performance Management[M]. London: The Cromwell Press,1998,15~20.
[51]付亚和,许玉林.绩效管理[M].上海:复旦大学出版社,2008.10~16.
[52] Munsterberg Hugo. Psychology and industrial efficiency[M]. Boston: Houghton Mifflin,1913.
[53] Bernardin H. John, Jeffrey S. Kane, Susan Ross, et al. Performance Appraisal Design,Development,andImplementation,InG.Ferris,S.Rosen,D.Barnum,eds.Handbook of Human Resource Management.Cambridge,Massachusetts: Blackwell,1995,402~93.
[54] Richard S.Williams.Performance Management[M] , London : International Thomson Business Press,1988,93~100 173~175.
[55] Katz D, Kahn R L. The Social Psychology of Organization [M ]. New York: Wiley, 1978. 131—134.
[56]Murphy K R, Sharella A H. Implications of the multidimensional nature of job performance for the validity of selection tests: Multivariate frameworks for studying test validity [ J ]. Personnel Psychology, 1997, 50: 823—854.
[57]Welbourme TM, Johnson D E, Erez A. The role-based performance scale: Validity analysis of a theory2based measure[ J ]. Academy of Management Journal, 1998, 41 (5) : 540—555.
[58]Cardy R.L , Dobbins G.H.Performance Appraisal : Alternative Perspectives [M ].Ohio:South-Western,1994.
[59] Campbell JP , Ford P , et al . Development of multiple job performance measures in a representative sample of jobs [J] .Personnel Psychology , 1990 , 43 (2) : 278～300.
[60] Campbell JP , McCloy RA , Oppler SH , et al . A theory of performance. In : Schmitt N , Borman WC ( Eds . ) . Personnel Selection in Organizations [M] . San Francisco : Jossey-Bass , l993.35～70.
[61] Rotundo M,Sackett P.R.The relative importance of task,citizenship,and counterproductive performance to global ratings of job performance: A policy-capturing approach [J].Journal of Applied Psychology,2002,87(1):66~80.
[62] Borman WC , Motowidlo SJ . Expanding the criterion domain to include elements of contextual performance. In : Schmitt N , Borman WC ( Eds. ) . Personnel Selection in Organizations [ M ] , SanFrancisco : Jossey-Bass Pub1ishers , l993. 71～98.
[63] Smith C A , Organ D W, Near J P. Organizational citizenship behavior : Its nature and antecedent [J ] . Journal of Applied Psychology , 1983 , 68 (4) : 475 ~480.
[64] Van Scotter J. R,Motowidlo, S. J. Interpersonal facilitation and job dedication as separate facets of contextual performance [J ]. Journal of Applied Psychology, 1996,81:525~531.
[65] Coleman, V.L,Borman W. C. Investigating the Underlying Structure of the Citizenship Performance Domain [J]. Human Resource Management Review, 2000, 10:25~45.
[66] Hesketh B,Allworth, E. Adaptive performance: Updating the criterion to cope with change[C]. Paper presented at the Second Australian Industrial and Organizational Psychology Conference, Melbourne,1997.
[67] Pulakos , E. D. et al .Adaptability in the workplace : Development of a taxonomy of adaptive performance[J]. Journal of Applied Psychology,2000,85 (4) :612～624.
[68] Hesketh, B., Neal, A. Technology and performance. In D. R. Ilgen, D. E. Pulakos(Eds.), The changing nature of performance: Implication for staffing , motivation , and development[M] . San Francisco,CA:Jossey-Bass,1999.21~25.
[69]张敏.适应性绩效:教师绩效结构的新发展[J].高等工程教育研究,2007,(02):103~106.
[70]王晖,李晓轩,罗胜强.任务绩效与情境绩效二因素绩效模型的验证[J].中国管理科学,2003,8 (4) :1～10.
[71]孙健敏,焦长泉.对管理者工作绩效结构的探索性研究[J].人类工效学,2002,8 (3) :1～10.
[72]王登峰,崔红.中国基层党政领导干部的工作绩效结构[J].西南师范大学学报(人文社会科学版) ,2006,32 (1) :1~8.
[73]陈亮,段兴民.基于行为的组织中层管理者工作绩效评价结构研究[J].管理工程学报, 2009,23(02):44~49.
[74] Liang,K.G..Fairness in Chinese of Organizations:Dissertation for PH.D..Old Dominion University,1999.
[75] Farh J L. Impetus for action: a cultural analysis of justice and organizational citizenship behavior in Chinese society[J]. Administrative Science Quarterly, 1997,42: 421~444.
[76]Brumbrach,Performance Management[M],London:The Cromwell Press,1988.14~15.
[77]杨杰,方俐洛,凌文铨.绩效评价的若干问题[J].应用心理学,2000,6 (2) : 53 ~58.
[78]仲理峰,时勘.绩效管理的几个基本问题[J].南开管理评论,2000(3):15~19.
[79] George Milkovich, Jerry Newman.Compensation[M]. New York: McGraw Hill,,2004.
[80]田家华,张光进,姜炜.知识员工考评方法的权变选择研究:绩效特征的视角[J].中国地质大学学报(社会科学版). 2008, 8(01): 64~69.
[81]刘仁义,陈士俊.高校教师科技绩效评价指标体系与权重[J].统计与决策, 2007(03b):135~137.
[82] London, M., & Mone, E. M. Continuous learning. In D. R. Ilgen, & D. E. Pulakos(Eds.), The changing nature of performance: Implication for staffing, motivation, and development[M]. San Francisco, CA: Jossey-Bass,1999:119~153.
[83] Scott S G,Bruce R A. Determinants of innovative behavior: A path model of individual innovation in the workp lace [J]. Academy of Management Journal,1994, 37 (3) : 580~607.
[84] Janssen O, Van Yperen N W. Employee’s goal orientations, the quality of leader - member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal,2004, 27 (3) : 368～384.
[85]柳丽华,徐向艺.知识型员工绩效管理模型及其优化[J].山东社会科学,2006 (5) : 56～58.
[86]韩翼,廖建桥,龙立荣.雇员工作绩效结构模型构建与实证研究.管理科学学报, 2007, 10 (05) : 62~77.
[87]Borman, W. C., Motowidlo, S. J. Task performance and contextual performance: The meaning for personnel selection research[J]. Human Performance,1997,10: 99~109.
[88]Peter F. Drucker. The Age of Discontinuity: Guidelines to Our Changing Society[M]. London: Heinemann, 1969.
[89]Tupes E C,Christal.R.E.Recurrent personality factors based on traitratings.Technical Report ASD-TR-61-97[M].Lackland Air Force Base ,TX:U.S.AirForce,1961.
[90] Costa P T, McCrae R R. Revised NEO Personality Inventory&NEO Five factor Inventory Professional Manual [M] . Florida: Psychological Assessment Resources , Inc,1992.27 ~135.
[91] Barrick M R, Mount M K. Autonomy as a moderator of the relationships between the big five personality dimensions and job performance [J]. Journal of Applied Psychology,1993,78: 111~118.
[92] Hogan R,Shelton D. A socioanalytic perspective on job performance[J] . Human Performance , 1998 , 11 (3) : 129 ~144.
[93] Van Scotter J R. Impact of autonomy on task performance, interpersonal facilitation, job dedication, and their relationships with overall performance[C]. Presented at 1999 SIOP Conference, Atlanta, GA, April 30-May 2,1999.
[94]甘怡群,张妙清,宛小昂等.用中国人个性量表(CPAI)预测国有企业中高层管理者的绩效[J] .应用心理学,2002 , (8) :35~ 39.
[95] Seligman, M. E. P. Authentic Happiness: Using the New Positive Psychology to Realize Your Potential for Lasting Fulfillment[M]. New York: Free Press,2002.
[96] Hosen R., Solovey- Hosen, Dand., Stern, L. Education and capital development: Capital as durable personal, social, economic and political influences on the happiness of individuals[J].Education,2003,123(3):496~513.
[97] Fred Luthans., Kyle ,W. Luthans. and Brett, C. Luthans.Positive psychological capital: beyond human and social capital [J]. Business Horizons, 2004, 47(1): 45~50.
[98] Luthans F,Youssef C M.Human , social ,and now positive psychological capital management:Investing in people for competitive advantage[J].Organizational Dynamics ,2004 ,33 (2) :143– 160.
[99]王雁飞,朱瑜.心理资本理论与相关研究进展[J].外国经济与管理,2007,29(05):32~39.
[100]卿涛,郭志刚.基于交换关系的薪酬解释[J].财经科学. 2005(06): 125~130.
[101]文跃然.薪酬管理原理[M].上海:复旦大学出版社,2006.3~4.
[102]Martocchio J. J. Strategic compensation (2nd ed.)[M]. Upper Saddle River, NJ: Prentice Hall, Inc,2001.
[103]彭剑峰.人力资源管理概论[M].上海:复旦大学出版社,2004.5~374.
[104]曾湘泉,周禹.薪酬激励与创新行为关系的实证研究[J].中国人民大学学报(社会科学版),2008, 22 (5) : 86~93.
[105] Lawler E E. Pay and Organizational Effectiveness: A PsychologicalView [M ]. New York: McGraw Hill, 1971.
[106] Leventhal Gerald S. What should be Done with Equity Theory? In:GergenKenneth J, Martin S Greenberg, Richard H Wills. Social Exchange: Advance in Theory and Research [M ]. New York: Plenum, 1980. 27~55.
[107]Risher H.Compensating today’s technical professional[J].Research TechnologyManagement. 2000, 43 (1) : 50 ~56.
[108] Currall S C, TowlerA J , Judge TA, Kohn L. Pay satisfaction and organizational outcomes [J]. Personnel Psychology. 2005, 58: 613 ~640.
[109] Amabile T.M., Hennessey B.A.,B. S. Grossman.Social Influences on Creativity : the Effects of Contracted for Reward [J]. Journal of Personality and Social Psychology,1986 (50) : 14~23.
[110] Kim.B.,Oh.H..Economic compensation compositions preferred by R&D types and intrinsic values [J]..R&D Management ,2002,32(1).
[111] Merriman K K, Deckop J R. Loss aversion and variable pay : A motivational perspective[J ] . International Journal of Human Resource Management , 2007,18 (6) : 1026 ~ 1041.
[112] Pokorny K. Pay - but do not pay too much : An experimental study on t he impact of incentives[J] . Journal of Economic Behavior & Organization,2008,66 (2) : 251 ~ 264.
[113]芮明杰,郭玉林.智力资本激励的制度安排[J].中国工业经济,2002 (9) : 64 ~ 69.
[114]方阳春,姚先国.高新企业薪酬制度研究[J].科研管理,2007,28(05): 115~120.
[115]朱飞.研发人员薪酬制度模式、公平感与个人绩效的实证研究[J].科学学与科学技术管理, 2009, (06):192~196.
[116] F.A.哈耶克.个人主义与经济秩序(贾湛、文跃然等)[M].北京经济学院出版社, 1991.
[117] Jensen Michael,K Murphy: Performance Pay and Top - Management Incentives[J], Journal of Political Economy, 1990, 98, 225～246.
[118] Lepper M.R., Greene D.,R.E. Nisbett.Undermining Children's Intrinsic Interest s with Extrinsic Rewards : A Test of the‘Over Justification’Hypothesis”[J].Journal of Personality & Social Psycholog y , 1973 (28) :129– 137.
[119] Lepper , M.R ., D. Greence. Over Justification Research & Beyond : Towards A Meansend Analysis of Intrinsic & Extrinsic Motivation.In M. R.Lepper & D.Greene (eds.).The Hidden Costs of Reward : New Perspecti veson the Psycholog y of Human Motivation [M]. Hillsdale , NJ : Lawrence Erlbaum , 1978.
[120] Holmstrom B,P. Migrom:Multi - task principal agent analyses: Incentive contrcts, asset ownership, and job design. Journal of law [J],Economics and Organazation, 1991(7):22 ~ 24.
[121] Amabile T.M., Conti R., Lazenby J.,M.Herron.Assessing the Work Environmentfor Creativity[J].Academy of Management Journal ,1996,39 (5) : 1154– 1184.
[122]陈娟,罗文军.知识员工薪酬激励无效论的博弈分析——知识视角的研究[J].求索,2007(09): 13~16.
[123] Holmstrom B., P. Migrom:Multi-task principal agent analyses: Incentive contrcts, asset ownership, and job design[J]. Journal of law,Economics and Organazation, 1991(7):22– 24.
[124] Anial Arya, John Tellingham, Johnathan Gloven.Teams, repeated tasks, and imp licit incentives[J].Journal of Accounting and Economics, 1997, 23:7～23.
[125] Hennessey B.A., T. M.Amabile.Reward , Intrinsic Motivation,and Creativity[J]. American Psychologist , 1998 (53) : 674– 675.
[126] Chang E. Individual pay for performance and commitment HR practices in South Korea [J] . Journal of World Business,2006,41(4) : 368~381.
[127]邓玉林,达庆利,王文平.知识工作设计与知识型员工薪酬策略[J].中国工业经济,2006(08): 93~100.
[128]张俊琴,李廉水,臧志彭.科技人员薪酬水平与薪酬满意关系的实证研究——基于江苏省13地市调研数据[J].中国科技论坛,2008, (3) : 122~125.
[129] Preffer.Six Dangerous myths About Pay[J]. Harvard Business Review, 1998, May– June:109~119.
[130] C. K.普拉哈拉德.金字塔底层的财富——在40多亿穷人的市场中发掘商机并根除贫困(林丹明,徐宗玲)[M ].中国人民大学出版社,2005.
[131]罗宾斯S.组织行为学(孙健敏,李原)[M ].北京:中国人民大学出版社,1997: 143～144.
[132] Hodgetts R M,Altman S. Organizational Behavior [M ]. Philadelphia: Saunders, 1979.
[133] Mortimer J T. Changing Attitudes Toward Work [M ]. Scarsdale, NY:Work in America Institute, 1979.
[134] Conte J M,Michell E A. Dean.Relationship Between Work Attitudes and Job Analysis Ratings:Do Rating Scale Type and Task Discretion Matter?[J]. Human Performance, 2005, 18 (1) : 1~21.
[135]曾明,秦璐.工作满意度研究综述[J].河南教育学院学报, 2003, 22 (1) : 101～104.
[136]张廷君,张再生.天津滨海新区科技人员科研绩效影响因素实证分析[J].天津大学学报(社科版),2009,11(04):323~328.
[137] Organ D W, Ryan K. A . Meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior[J].Personal Psychology, 1995, 48: 775~802.
[138] Hochwarter W A, Perrewe P L, Ferris G R. Job satisfaction and performance:the moderating effects of value attainment and affective disposition[J]. Journal of Vocational Behavior, 1999, 54:296~313.
[139]李晓轩,李超平,时勘.科研组织工作满意度及其与工作绩效的关系研究[J].科学学与科学技术管理,2005,(1):15~19.
[140]Keller Robert T.Job involvement and organizational commitment as longitudinal predictors of job performance:A study of scientists and engineers[J].Journal of Applied Psychology.1997,82(4):539~545.
[141] Olson J M, Zanna M K. Attitudes and attitudes change[J]. Annual Review of Psychology. 1993, 47:117~154.
[142]陈亮,段兴民.基于行为的工作绩效结构理论研究述评[J].科研管理,2008,29(2):133~140.
[143] Becker, H.S.Notes on the concept of commitment[J]. American Journal of Sociology, 1960,66:32~42.
[144] Allen. N. J , Meyer. J . P. The Measurement and Antecedents of Affective , Continuance , and Normative Commitment to the Organization[J], Journal of Occupational Psychology , 1990, 63,11 ~18.
[145]Williams L.J , Anderson S. E. Job Satisfaction and Organizational Commitments as Predictors of Organizational Citizenship and In—role Behaviors[J] . Journal of Management , 1991 , 17 (3) :601~617.
[146] Van Scotter,J.R.Relationships of Task Performance and Contextual Performance with Turnover , Job Satisfaction , and Affective Commitment [J] . Human Resource Management Review , 2000 , 10 (1) :79 ~95.
[147]吴旭飞,孙卫江,郑家青.企业员工组织承诺和工作绩效的相关研究[J].华东经济管理, 2008, 22(09):132~135.
[148]王颖,张生太.组织承诺对个体行为、绩效和福利的影响研究[J].科研管理, 2008,29 (02):142~148.
[149]李金波,许百华,张延燕.组织承诺对员工行为和工作绩效的影响研究[J].人类工效学, 2006,12 (03):17~19.
[150]胡坚,莫燕.高校教师组织承诺与工作绩效关系研究[J].浙江理工大学学报, 2005,22 (04):420~428.
[151]韩翼.工作绩效与工作满意度、组织承诺和目标定向的关系[J].心理学报,2008,40(1):84~91.
[152]许绍康,卢光莉.高校教师组织承诺与工作绩效的关系研究[J].心理科学, 2008 ,31 (4) :987~ 988.
[153]张兰霞,刘杰,赵海丹.知识型员工工作态度与工作绩效关系的实证研究[J].管理学报, 2008, 5 (01) : 138~143.
[154] Libby R. Availability and the generation of hypotheses in analytical review[J ] .Journal of Accounting Research , 1985 ,23 (2) : 648~667.
[155] Parker C P , Baltes B B , Young S A , et al. Relationships between psychological climate perceptions and work outcomes : a meta-analytic review[J].Journal of Organizational Behavior , 2003 , 24 : 389 ~ 416.
[156] Peter F Drucker . Knowledge-worker productivity: the biggest challenge[J ] . California Management Review , 1999 , 41(2) : 79 ~ 85.
[157]吴湘萍,徐福缘,周勇.高校教师工作绩效的影响因素分析[J].华东师范大学学报(教育科学版),2006,24(1):30~37.
[158] Waldman D A , Spangler W D. Putting together the pieces : a closer look at the determinants of job performance[J] . Human Performance , 1989 , 2 : 29~ 59.
[159] Waldman M. Systematic errors and the theory of natural selection[J] . American Economic Review , 1994,84 : 482~497.
[160]袁方.社会研究方法教程[M].北京:北京大学出版社,2004.
[161] John W.Creswell.Research Design: Qualitative, Quantitative, And Mixed Methods Approaches(2nd edition)[M], Thousands Oaks:Sage Publications,2003.
[162]袁岳,汤雪梅.定性研究方法使用指南—焦点团体座谈会[M].南京:南京大学出版社,2001.
[163] Arksey H,Knight P.Interviewing for social scientists[M]. Thousands Oaks:Sage Publications,1999.
[164]孟慧.研究性访谈及其应用现状和展望[J].心理科学,2004,27(5):1202~1205
[165] Collins D. Knowledge work or working knowledge? Ambiguity and confusion in the analysis of the“knowledge age”[J]. Journal of Systemic Knowledge Management, 1998,14(3):74~80.
[166] Kelloway E K, Barling J. Knowledge work as organizational behavior. International Journal of Management Review[J], 2000, 2(3):287~304.
[167] AlvessonM. Management of knowledge—Intensive companies [M ]. Berlin: Walter de Gruyter, 1995.
[168] Davenport T H, Thomas R J , Susan C. The mysterious art and science of knowledge worker performance [J].MIT Sloan Management Review, 2002 (1) : 23~30.
[169]檀平,王兵,李晓燕.知识工作者的特点及其管理[J].科学学与科学技术管理, 2000 (11) : 65—67.
[170]廖建桥,陈建文,张光进.知识员工绩效特征的实证探析[J].研究与发展管理, 2008,20 (06):36~47.
[171]陈建安,李燕萍.管理类和技术类知识员工绩效特征的实证解析[J].经济管理, 2008, 30(11):61~66.
[172] Brief A P,Motowidlo S J. Prosocial organizational behavior[J]. Academy ofmanagement Review, 1986, 11: 710~725
[173]George J M, Brief A P. Feeling good-doing good: A conceptual analysis of the mood at work organizational spontaneity relationship[J]. Psychological Bulletin, 1992, 112: 310~329
[174]王龙,康灿华.科技型中小企业员工绩效考评的探讨[J].科技管理研究, 2006, 26 (05) : 146~148.
[175]廖建桥,文鹏.知识员工定义、特征及分类研究述评[J].管理学报, 2009, (02):277~283.
[176]张军.浅谈企业知识员工的特点及其管理[J].甘肃行政学院学报,2002,(04):39~41.
[177]李志,杨清明,胡自力.企业科技人员的需求特征与积极性调动研究[J].中国科技论坛,2002(02):67~71.
[178] Ian R , Gellatly P, Gregory I. Personality , autonomy , and contextual performance of managers[J] . Human Performance , 2001 , 14(3) : 231~245.
[179] Beaty J C , Jeanette N J , Kevin R C , et al . The Relation between Personality and Contextual Performance in“Strong”Versus“Weak”Situations[J].Human Performance , 2001 , 14 (2) : 125~148.
[180]温忠麟,张雷,侯杰泰等.中介效应检验程序及其应用[J].心理学报,2004,36(5):614~620.
[181]温忠麟,侯杰泰,张雷.调节效应与中介效应的比较和应用[J].心理学报,2005,37(2):268~274.
[182]杨国枢,文崇一,吴聪贤等.社会及行为科学研究法(上)[M].重庆:重庆大学出版社,2006:333~334.
[183]李怀祖.管理研究方法论[M].西安:西安交通大学出版社,2005.
[184]林聚任,刘玉安.社会科学研究方法[M].山东:山东人民出版社,2008.
[185] J. L. Holland, A theory of vocational choice[J]. Journal of Counseling Psychology,1959,(6): 35~45.
[186] Schein, Edgar H. Career Anchors (discovering your real values)[M], Jossey-Bass Pfeiffer, San Francisco,1990.
[187]徐拥军.知识型员工的特点及其对传统管理理论的挑战[J].湘潭大学学报(哲学社会科学版),2004(01):140~144.
[188]廖和平,李张聪.高校科技人员的工作特征及其创新能力增强的现实意义[J].湖南科技大学学报(社会科学版),2009(07):122~125.
[189] Lance A Berger; Dorothy R Berger.The compensation handbook : a state-of-the-art guide to compensation strategy and design[M].New York : McGraw-Hill, 2002.
[190] Smith P. C., Kendall L. M., Hulin, C. L.. The measurement of satisfaction inwork and retirement: A strategy for the study of attitudes[M]. Chicago: Rand McNally, 1969.
[191] Roznowski M.An examination of the measurement properties of the Job Descriptive Index with experimental items[J].Journal of Applied Psychology,1989,74:805~814.
[192] Weiss D. J., Dawis R. V., England G. W., Lofquist, L. H. Manual for the Minnesota Satisfaction Questionnaire. Minnesota Studies in Vocational Rehabilitation (No.XXII), 1–119[M]. Minneapolis: University of Minnesota, Industrial Relations Center,1967.
[193] Heneman,Herbert G,Donald P Schwab.Pay Satisfaction:Its Multidimensional Nature and Measurement[J].International Journal Psychology,1985,20(2):129~141
[194] Carol Danehower,John A Lust.A conceptual model of the determinants of employee benefit satisfaction[J].Human Resource Management Review,1992,2(3):221~~238.
[195] Meyer , J . P. , Allen N. J . Testing the‘Side-bets Theory’of Organizational Commitment : Some Methodological Considerations[J], Journal of A pplied Psychology , 1984,69 :372 ~378.
[196]凌文辁,张治灿,方俐洛.中国职工组织承诺研究[J].中国社会科学,2001(02):90~102.
[197]Pattnaik K.B.,Chaudhury L..Research Performance of Scientists in Academic Institutions in India:An Empirical Exploration.Science[J].Technology & Society,2001,6(1):61~95.
[198]张先恩,叶玉江,滕绵震等.科学技术评价理论与实践[M].北京:北京科学技术出版社,2008.
[199]丁福虎.科研绩效评估的理论与方法[J].科技管理研究,2000(3):45~51.
[200]徐相义,徐永安,李德洲.高校科研业绩评估指标体系的构建与参数计算[J].信息工程大学学报,2004,5(2):99~102.
[201]刘仁义.高校教师科技绩效评价问题研究:[博士学位论文].天津;天津大学,2007.
[202]郎永杰,贾锁堂,吴文清.地方大学科研绩效评价实证研究[J].科学技术哲学研究,2009(12):108~111.
[203]贺天伟,张景林.科研绩效定量评价指标体系的初步设计[J].科技管理研究,2001,(6):58~61.
[204]行金玲.研发人员绩效考核指标体系与实证研究[J].科技管理研究,2008(12):377~378.
[205]Yin R.Case study research:Design and methods(3rd edition)[M].Thousands Oaks:Sage Publications,2003.
[206]吴明隆.SPSS统计应用实务[M].北京:中国铁道出版社,2000.
[207] Kidder, L. H.,and Judd,C. M. Research Methods in Social Relations. (5th ed.) New York: Holt, Rinehart & Winston, 1986.
[208]Nunnally J.C.Psychometric Theory[M].New York:McGraw-Hill,1978.
[209] Kline,R.B.Principles and Practice of Structural Equation Modeling[M].New York:Guildford,1998.
[210]吴明隆.结构方程模型—AMOS的操作与应用[M].重庆:重庆大学出版社,2009.
[211]余建英,何旭宏.数据统计分析与SPSS应用[M].北京:人民邮电出版社,2003.
[212] Bogozzi R.P.,Yi Y.,Structual equation modeling in practice:A review and recommends two-step approach[J]. Psychological Bulletin,1988 ,(103)3:411~423.
[213] Hair J.F.Jr.,Anderson R.E.,Tatham R.L., et al.Multivariate data analysis(5th ed.)[M]Upper Saddle River,NJ:Prentice Hall,1998
[214] Hoyle R.H., Panter A.T.Writing about structural equation models.In R.H.Hoyle(ed.),Structural equation modeling:Concepts,issues,and application[M].Thousand Oaks,CA:Sage,1995.158~176.
[215] Diamantopoulos A.,Siguaw J.A .Introducing LISREL : A guide for the uninitiated . Thousand Oaks,CA:Sage,2000.
[216]余民宁.潜在变项模式——SIMPLIS的应用[M].台北:高等教育出版社,2006.
[217]James L.R,Brett J.M.Mediators,moderators and tests for mediation[J].Journal of Applied Psychological,1984,69(2):307~321.
[218]Baron R.M,Kenny D.A.The moderator-mediator variable distinction in social psychological research:Conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1985,51(6):1173~1182.
[219]侯杰泰,温忠麟,成子娟.结构方程模型及其应用[M].广州:教育科学出版社,2004.
[220] Byrne B.M.Structural equation modeling with LISREL,PRELIS and SIMPLIS :Basic concepts,applications and programming[M].Mahwah,NJ:Lawrence Erlbaum Associates,2001.
[221]Aiken L.S,West S.G.Multiple regression : Testing and interpreting interactions[M].Newbury Park,CA:Sage,1991.
[222] McClelland D.C. Testing for competence rather than for intelligence[J]. American Psychologist,1973,28:1~14.