知识员工绩效评估公平感及其对工作态度的影响研究
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摘要
公平一直是人力资源管理研究的重要议题。从组织公平这个研究领域诞生起,人力资源管理中的公平问题就得到了广泛的关注和研究,涉及的主题几乎包含了人力资源管理的所有职能。绩效评估是人力资源管理的核心功能之一,对员工的将绩效评估会直接影响到其未来的薪酬、晋升、继续雇用等,员工绩效评估的公平感更是会直接影响到员工工作态度和工作行为的重要因素,公平是绩效评估的核心要素。国外相关研究所得到的共同结论认为绩效评估过程中的组织公平因素,对于提高员工的绩效评估满意感、激励员工改进绩效具有重要的意义,能够大大增强绩效评估的有效性。
根据对企业绩效评估系统模式与实施的调研以及相关理论研究回顾,本文试图回答两个亟待解决的理论问题:第一,在高权利距离和高情景文化背景的共同影响下,我国员工绩效评估公平感的因素维度构成是怎样的?因素影响及其内容与国外研究存在差异吗?第二,知识员工的绩效评估公平感对其工作态度具有多焦点影响效应吗?绩效评估公平感的不同维度对于分别代表情感、认知和行为层面的工作态度变量的影响作用路径是怎样的?相对影响程度如何?围绕上述问题,论文采用理论分析和实证研究相结合的研究方法,对上述问题进行了较为深入的研究,展开了一系列理论探讨和经验研究。论文的研究的主要结论有:
(1)在中国文化背景下,企业员工绩效评估公平感是三因素结构模型。基于组织公平的内涵结构研究以及绩效评估系统模式分析,通过文献研究,建立结构框架,进行自下而上的访谈深度调查研究,确定初始量表,并根据PH值法、相关分析法和标准差等定量的标准对项目进行分析与筛选。在正式研究的探索性因子分析中得到绩效评估公平感的三维结构:互动公平、程序公平和结果公平,验证性因子分析表明与西方研究的二因素结构模型相比,三因素模型对数据的各项拟合指标最好,同时研究表明绩效评估公平感问卷具有良好的信度和效度。
(2)我国企业员工绩效评估公平感在因素项目构成和因素内涵方面与西方研究结果存在差异。本研究所获得的员工绩效评估公平感维度,按因素的主次顺序是互动公平、程序公平和结果公平,探索性因素分析中方差解释分别为26.422%,20.933%和14.628%,其因素主次顺序与国外研究的分配公平、程序公平、互动公平(人际公平和信息公平)因素顺序完全相反。另一方面,有关于在绩效面谈时采用双向沟通以及能够对评估结果提出质疑这两项在西方研究中属于程序公平的内容,在本研究中归入了互动公平,同时绩效评估指标的客观、明确程度被引入程序公平。
(3)绩效评估公平感对知识员工的工作态度具有多焦点的影响作用,从而发现并证明了员工在绩效评估的过程中至少存在两种社会交换关系,一是与他的主管间的交换关系,另一个则是与组织间的交换关系。实证研究证明了知识员工绩效评估程序公平感通过组织支持感(POS)的中介作用可以很好的预测知识员工对组织焦点的工作态度(组织满意度、组织承诺、工作投入),而绩效评估的互动公平感则通过主管支持感(PSS)的中介作用,可以很好的预测知识员工的“主管焦点”的工作态度(主管满意度、主管承诺、工作投入)。
(4)绩效评估公平感对不同层面的工作态度作用路径和程度存在差异。研究发现知识员工绩效评估互动公平感对主管焦点的工作态度影响中,主管支持是完全中介作用,其影响预测排序是认知要素>情感要素>行为要素;绩效评估程序公平感对组织焦点的工作态度影响中,组织支持仅对组织承诺和工作投入是完全中介,程序公平对组织满意度具有直接影响作用,其影响预测排序是情感要素>认知要素>行为要素。
最后,本文系统归纳和分析了研究结论,以及研究存在的不足和后续研究的建议。
Justice is an important topic in the field of Human Resource Management. From the origin of organization justice, justice in HRM received broadly attention and research. And the related research topics almost cover all the functions of HRM. Performance appraisal is core of the functions of HRM, it will directly influence the employee’s salary, promotion, re-employment, and so on. Especially, the justice perception of performance appraisal is the key factor that affects the working attitudes and working behaviors straightly. Hence, justice is the core of performance evaluation. According to the literature reviews, it concludes that organization justice plays an important role in the process of performance, not only on the enhancement of evaluation satisfaction, but also on the encouragement of performance improvement. Consequently, it will increase the effectiveness of performance appraisal largely.
Based on the survey on performance appraisal system with its model and the implement, and on the literature reviews on the related theories, this thesis puts focus on the followed two problems desiderate to be resolved. The first one, what is the configuration of factors dimensionality for the employee’s justice perception on performance appraisal in China with the influence of high power distance and high context culture. And the differences between in China and in foreign country are compared. While the second one is, whether the knowledge worker’s justice perception of performance appraisal has multi-focus affection on his/her work attitude or not, and what is the affection route of the justice perceive on the variables of working attitude which represented three different level, emotion, perceive and behavior, and what is the correlative affections. Theoretic research and empirical study were adopted according to the essence of these problems. Followed are the main conclusions.
Firstly, justice perception of performance appraisal is a tri-factor configuration model under the background of Chinese culture. After having a study on traditional justice perceive model of performance appraisal, and based on the analysis of the connotation and configuration dimensionality of organization justice, this thesis sets up the configuration framework, has a deep inquiry from top to bottom, forms a original scales, and then analyzes and filters the project with the quantitative methods of PH-value, correlation analysis, and standard deviation. From the explored factor analysis in the formal research, it gets the tri-factor dimension configuration of justice perception of performance appraisal, and that is interactive justice, procedural justice and distributive justice. The fit index of Tri-factor configuration is better than two-factor configuration which is popular in western research according to the validate factor analysis. And it also makes clear that the questionnaire used in this research has a good reliability and effectiveness.
Secondly, the factor configuration and connotation of justice perception of performance appraisal are different between in China and in western. The primary and secondary sequence of justice perception dimension derived from this research is followed, interactive justice, procedure justice and distributive justice. And the corresponding square deviation is 26.422%, 20.933% and 14.628% respectively. It is absolutely a converse to the sequence of foreign research, and that is result justice, procedure justice and interactive justice (interpersonal justice and information justice). The most important difference of this thesis’research from formal literature is, that the interactive communication during performance interview and the doubt on the evaluation results are regarded as one part of interactive justice, which is belongs to procedure justice. Furthermore, impersonality and definitude are inducted in procedure justice in this research.
Thirdly, it concluded that the justice perception of performance appraisal has multi-focus affection on knowledge worker’s work attitude. Hence it proved that there are at least two kinds of social exchange relationship during the procedure of performance evaluation. The first one is exchange between the employee and his/her director, the other is between the employee and the organization. And it also proved that the procedural justice can make a better forecast on the knowledge worker’s organization-focused work attitude (includes organization satisfaction, organization commitment and job involvement), through the intermediate of perception of organization support. While interactive justice perception can make a better on the supervisor-focused working attitude (supervisor satisfaction, and supervisor commitment and job involvement) through the intermediate of perception of supervisor support.
Finally, it found that the justice perception of performance appraisal has different affection route and extent on different level working attitude. For the affection of interactive justice perception on supervisor-focused work attitude, supervisor support is absolutely an intermediate, while its forecasting sequence is cognition factor, emotion factor and behavior factor. For the affection of procedural justice on organization-focused work attitude, organization support is a comprehensive intermediate only to organization promise and working devotion, procedural justice has directly affection on commitment, its forecasting sequence is emotion factor, cognition factor and behavior factor.
This thesis has a comprehensive induce and analysis on the research conclusions. And it also put forwards some future research direction.
根据对企业绩效评估系统模式与实施的调研以及相关理论研究回顾,本文试图回答两个亟待解决的理论问题:第一,在高权利距离和高情景文化背景的共同影响下,我国员工绩效评估公平感的因素维度构成是怎样的?因素影响及其内容与国外研究存在差异吗?第二,知识员工的绩效评估公平感对其工作态度具有多焦点影响效应吗?绩效评估公平感的不同维度对于分别代表情感、认知和行为层面的工作态度变量的影响作用路径是怎样的?相对影响程度如何?围绕上述问题,论文采用理论分析和实证研究相结合的研究方法,对上述问题进行了较为深入的研究,展开了一系列理论探讨和经验研究。论文的研究的主要结论有:
(1)在中国文化背景下,企业员工绩效评估公平感是三因素结构模型。基于组织公平的内涵结构研究以及绩效评估系统模式分析,通过文献研究,建立结构框架,进行自下而上的访谈深度调查研究,确定初始量表,并根据PH值法、相关分析法和标准差等定量的标准对项目进行分析与筛选。在正式研究的探索性因子分析中得到绩效评估公平感的三维结构:互动公平、程序公平和结果公平,验证性因子分析表明与西方研究的二因素结构模型相比,三因素模型对数据的各项拟合指标最好,同时研究表明绩效评估公平感问卷具有良好的信度和效度。
(2)我国企业员工绩效评估公平感在因素项目构成和因素内涵方面与西方研究结果存在差异。本研究所获得的员工绩效评估公平感维度,按因素的主次顺序是互动公平、程序公平和结果公平,探索性因素分析中方差解释分别为26.422%,20.933%和14.628%,其因素主次顺序与国外研究的分配公平、程序公平、互动公平(人际公平和信息公平)因素顺序完全相反。另一方面,有关于在绩效面谈时采用双向沟通以及能够对评估结果提出质疑这两项在西方研究中属于程序公平的内容,在本研究中归入了互动公平,同时绩效评估指标的客观、明确程度被引入程序公平。
(3)绩效评估公平感对知识员工的工作态度具有多焦点的影响作用,从而发现并证明了员工在绩效评估的过程中至少存在两种社会交换关系,一是与他的主管间的交换关系,另一个则是与组织间的交换关系。实证研究证明了知识员工绩效评估程序公平感通过组织支持感(POS)的中介作用可以很好的预测知识员工对组织焦点的工作态度(组织满意度、组织承诺、工作投入),而绩效评估的互动公平感则通过主管支持感(PSS)的中介作用,可以很好的预测知识员工的“主管焦点”的工作态度(主管满意度、主管承诺、工作投入)。
(4)绩效评估公平感对不同层面的工作态度作用路径和程度存在差异。研究发现知识员工绩效评估互动公平感对主管焦点的工作态度影响中,主管支持是完全中介作用,其影响预测排序是认知要素>情感要素>行为要素;绩效评估程序公平感对组织焦点的工作态度影响中,组织支持仅对组织承诺和工作投入是完全中介,程序公平对组织满意度具有直接影响作用,其影响预测排序是情感要素>认知要素>行为要素。
最后,本文系统归纳和分析了研究结论,以及研究存在的不足和后续研究的建议。
Justice is an important topic in the field of Human Resource Management. From the origin of organization justice, justice in HRM received broadly attention and research. And the related research topics almost cover all the functions of HRM. Performance appraisal is core of the functions of HRM, it will directly influence the employee’s salary, promotion, re-employment, and so on. Especially, the justice perception of performance appraisal is the key factor that affects the working attitudes and working behaviors straightly. Hence, justice is the core of performance evaluation. According to the literature reviews, it concludes that organization justice plays an important role in the process of performance, not only on the enhancement of evaluation satisfaction, but also on the encouragement of performance improvement. Consequently, it will increase the effectiveness of performance appraisal largely.
Based on the survey on performance appraisal system with its model and the implement, and on the literature reviews on the related theories, this thesis puts focus on the followed two problems desiderate to be resolved. The first one, what is the configuration of factors dimensionality for the employee’s justice perception on performance appraisal in China with the influence of high power distance and high context culture. And the differences between in China and in foreign country are compared. While the second one is, whether the knowledge worker’s justice perception of performance appraisal has multi-focus affection on his/her work attitude or not, and what is the affection route of the justice perceive on the variables of working attitude which represented three different level, emotion, perceive and behavior, and what is the correlative affections. Theoretic research and empirical study were adopted according to the essence of these problems. Followed are the main conclusions.
Firstly, justice perception of performance appraisal is a tri-factor configuration model under the background of Chinese culture. After having a study on traditional justice perceive model of performance appraisal, and based on the analysis of the connotation and configuration dimensionality of organization justice, this thesis sets up the configuration framework, has a deep inquiry from top to bottom, forms a original scales, and then analyzes and filters the project with the quantitative methods of PH-value, correlation analysis, and standard deviation. From the explored factor analysis in the formal research, it gets the tri-factor dimension configuration of justice perception of performance appraisal, and that is interactive justice, procedural justice and distributive justice. The fit index of Tri-factor configuration is better than two-factor configuration which is popular in western research according to the validate factor analysis. And it also makes clear that the questionnaire used in this research has a good reliability and effectiveness.
Secondly, the factor configuration and connotation of justice perception of performance appraisal are different between in China and in western. The primary and secondary sequence of justice perception dimension derived from this research is followed, interactive justice, procedure justice and distributive justice. And the corresponding square deviation is 26.422%, 20.933% and 14.628% respectively. It is absolutely a converse to the sequence of foreign research, and that is result justice, procedure justice and interactive justice (interpersonal justice and information justice). The most important difference of this thesis’research from formal literature is, that the interactive communication during performance interview and the doubt on the evaluation results are regarded as one part of interactive justice, which is belongs to procedure justice. Furthermore, impersonality and definitude are inducted in procedure justice in this research.
Thirdly, it concluded that the justice perception of performance appraisal has multi-focus affection on knowledge worker’s work attitude. Hence it proved that there are at least two kinds of social exchange relationship during the procedure of performance evaluation. The first one is exchange between the employee and his/her director, the other is between the employee and the organization. And it also proved that the procedural justice can make a better forecast on the knowledge worker’s organization-focused work attitude (includes organization satisfaction, organization commitment and job involvement), through the intermediate of perception of organization support. While interactive justice perception can make a better on the supervisor-focused working attitude (supervisor satisfaction, and supervisor commitment and job involvement) through the intermediate of perception of supervisor support.
Finally, it found that the justice perception of performance appraisal has different affection route and extent on different level working attitude. For the affection of interactive justice perception on supervisor-focused work attitude, supervisor support is absolutely an intermediate, while its forecasting sequence is cognition factor, emotion factor and behavior factor. For the affection of procedural justice on organization-focused work attitude, organization support is a comprehensive intermediate only to organization promise and working devotion, procedural justice has directly affection on commitment, its forecasting sequence is emotion factor, cognition factor and behavior factor.
This thesis has a comprehensive induce and analysis on the research conclusions. And it also put forwards some future research direction.
引文
3引自:林淑姬(1992)
4引自陈奇信,1993
5引自:张春兴(2002)
6引自:殷明(1991)
7引自:周明建(2005)
8引自:Babin & Boles(1996)
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4引自陈奇信,1993
5引自:张春兴(2002)
6引自:殷明(1991)
7引自:周明建(2005)
8引自:Babin & Boles(1996)
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