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在组织的管理实践中,反生产行为在员工中频发,给组织造成了不良后果。如能积极探索其行为背后的原因,对于提高组织的管理效率至关重要。本研究基于公平理论框架,探讨在绩效考核背景下知识员工为何频发反生产行为。对103名来自高校的教师的研究发现,员工感受到的绩效考核公平感高低直接影响其反生产行为的产生,同时受中国文化背景及知识员工自身需求特点的影响,他们对于公平各维度的敏感度是不一样的,表现为更为注重“过程公平”。这些研究结果为高校的绩效考核工作提供了证据支持。
In the organization’s management practice, counterproductive behavior is frequent among employees, causing adverse consequences to the organization. If you can actively explore the reasons behind their behavior, to improve the management efficiency of the organization is essential. Based on the fair theory framework, this study explores why knowledge workers frequently counterproduce in the context of performance appraisal. A study of 103 faculty members from colleges and universities found that employees’ perceived fairness in performance appraisal has a direct impact on their counterproductive behavior. At the same time, they are sensitive to the dimensions of fairness under the influence of Chinese cultural background and the characteristics of their own needs of knowledge workers Degree is not the same, the performance is more focused “process fair ”. These findings provide evidence support for college performance appraisal.