绩效评价公平感对员工绩效的影响机制研究--以高科技企业知识型员工为例

The Influencing Mechanism of Performance Appraisal Justices on Employee Performances: Based on Knowledge Employees of High-tech Enterprise

摘要:

基于社会交换理论和社会认同理论,以两阶段调查所收集的50家高科技企业286名知识型员工数据为样本,探讨绩效评价公平感对知识型员工工作绩效的影响,并检验工作投入的中介作用和组织认同的调节效应。结果表明：绩效评价公平感对知识型员工工作投入和工作绩效均具有显著正向影响；知识型员工工作投入部分中介绩效评价公平感对其工作绩效的正向影响；知识型员工组织认同强化了绩效评价公平感对其工作绩效的积极影响,即知识型员工组织认同程度越高,绩效评价公平感对其工作绩效的促进作用越强。

Abstract:

Based on social exchange theory and social identity theory, the present study investigated the relationship between knowledge employees’ performance appraisal justice and their job performances, and the mediating role of work engagement and the moderating role of organizational identification in this mechanism. The results showed that the knowledge employee’s performance appraisal justice was positive related to his/her work engagement and job performance; The work engagement of knowledge employee was partly mediated the relationship between performance appraisal justice and job performance; The organizational identification of knowledge employee had a marked moderating rule in this relationship, performance appraisal justice had stronger impact on job performance when knowledge employee’s organizational identification was higher.