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在过往文献中,上下级关系(SSG)对下属绩效的影响研究多采用主管评价的绩效数据,所得结果可能受评价者偏差影响,故本文纳入同事评价绩效为参照,探讨绩效评价源对SSG与绩效关系的调节作用。基于203名员工及其主管和同事构成的研究样本,采用SEM多群组分析检验研究假设。结果显示:SSG可以预测主管和同事评价的绩效;主管评价任务绩效受SSG影响的程度显著高于同事评价;任务不确定性显著调节SSG与同事评价所有绩效维度的关系,显著调节SSG与主管评价人际促进的关系,任务不确定性越高,绩效评价受到SSG的影响越大;任务不确定性的调节效应在主管评价和同事评价的群组间呈现差异,在主管评价群组中的效应明显小于同事评价群组,说明由SSG带来的评价者偏差相对稳定。
In the past literature, the research on the influence of superior and subordinate relationship (SSG) on subordinate performance mostly uses the performance data of supervisor evaluation, and the result may be influenced by the deviation of the evaluator. Therefore, this article includes the colleague evaluation performance as a reference to explore the impact of performance evaluation on SSG and Regulatory effect of performance relationship. Based on a sample of 203 employees and their supervisors and colleagues, the SEM hypotheses were tested using the SEM multi-group analysis. The results show that: SSG can predict the performance of supervisors and co-workers’ evaluations; the extent of supervisors’ evaluations of task performance is significantly higher than that of co-workers; task uncertainty significantly regulates the relationship between SSG and co-workers’ evaluation of all performance dimensions, Interpersonal relationship and task uncertainty are higher, and the performance evaluation is more affected by the SSG. The regulatory effect of task uncertainty shows the difference between the executive evaluation and peer evaluation groups, and the effect is obvious in the executive evaluation group Less than the cohort evaluation group, indicating that the bias of the evaluators caused by the SSG is relatively stable.