【作者】 杜旌；

【导师】 廖建桥；

【作者基本信息】 华中科技大学 ， 管理科学与工程， 2005， 博士

【摘要】 知识经济时代如何对知识员工进行有效的、人性化的绩效考评一直是企业界和理论界关注的焦点。解决该问题的前提必须是对知识员工的个性特点以及工作特点有深刻的认识,同时也需对绩效考评的理论和实务有全面、深入的了解。本研究在文献研究和实证研究的基础上,对知识员工的特点,尤其是知识员工的工作特点和绩效特点进行了全面阐述,并对知识员工绩效考评方法进行概括,将知识员工绩效考评方法分为三种:基于员工特质为主的考评方法、基于结果为主的考评方法和综合考评方法。本文选取了组织承诺和组织公民行为作为知识员工态度和行为的变量,用来衡量知识员工的态度和行为在不同绩效考评方法下是否有显著性差异。为了研究在不同个人统计学因素下、以及不同岗位和企业状况下,采用不同绩效考评方法时,知识员工的态度和行为是否有显著性差异,本研究还引入个人统计学因素、岗位和企业状况变量作为控制变量; 同时,为了考察在采用不同绩效考评方法时,不同的考评过程对知识员工的态度和行为的影响,本研究也引入了考评程序公正感和考评过程满意度作为调节变量,来进一步研究绩效考评对知识员工心理和行为层面的影响。研究选取知识员工中的工程设计人员做作为研究对象,采用问卷调查和访谈来收集数据,借助SPSS 软件对问卷调查数据进行分析,分析结果显示当采用不同绩效考评方法时,知识员工的组织承诺和组织公民行为有显著差异。进一步的分析对研究的各个假设进行了验证,得出了一系列结论,如:在企业效益好或不好时,无论采取何种考评方法,知识员工的组织承诺和组织公民行为水平都没有显著性差异,只有当企业效益一般时,绩效考评方法才对知识员工的组织承诺有显著性影响; 在知识型企业中,采用基于结果为主的考评方法时,知识员工的组织公民行为水平显著高于采用基于员工特质为主考评方法时的水平; 不论采取何种绩效考评方法,有效提高绩效考评中的程序公正感和过程满意度,都可以进一步提高知识员工的组织承诺,且在一定情况下,也可以进一步提高知识员工的组织公民行为水平; 知识员工更多还原

【Abstract】 In Knowledge-based economy age how to effectively and humanizedly proceed the performance appraisal to Knowledge worker is always the focus in concern of the enterprise and the theory research. Premise that resolve that problem must have the further cognition to personal characteristics and work characteristics of the knowledge worker, as well as comprehensive and thorough understanding to theories and practice with concrete matters. This paper, based on the study of literature and demonstration, completely expatiated characteristics, particularly work characteristics and performance characteristics, of the employee worker. This paper put forward a perspective from a higher level in conclusion that categorize methods of performance appraisal into three kinds: mainly based on characteristic of the employee, mainly based on the result and comprehensively based on both methods. This paper selected organization commitment and organizational citizenship behavior as the variants of attitude and behavior in order to measure degree of difference of attitude and behavior of the knowledge worker in different methods of performance appraisal. For studying difference of attitude and behavior of the knowledge worker with different personal statistics factor, in different position and enterprise condition, with different method of performance appraisal adopted, this paper used personal statistics factor, position and enterprise condition as control variants. Meanwhile in order to examine influence to attitude and behavior of the knowledge worker with different method and process of performance appraisal adopted, this paper will assume sense of fairness and degree of satisfaction as moderating variants, coming to further study influence to knowledge worker in mental and behavioral level. This paper chooses engineering designer of knowledge worker as research objects, questionnaire and interview to collection data, SPSS to proceed the analysis to acquired data. Result revealed that with different methods of performance appraisal prominent difference of organize commitment and organizational citizenship behavior of knowledge worker shows. Further analysis verified each hypothesis and drew a series of conclusion, for example, whether enterprise performance is good or not and no matter which method to be choosen, the level of organize commitment and organizational citizenship behavior of knowledge worker is of no difference; in the knowledge enterprise, adopting the methods of performance appraisal based on the result, the level of organizational commitment and organizational citizenship behavior of knowledge worker is higher than that based on characteristic of the employee; no matter which method to be choosen, improving the sense of fairness and degree of satisfaction can further enhance the level of organize commitment, moreover in some instances, can further enhance the level of organizational citizenship behavior of knowledge worker; knowledge worker is not always the one who pays most attention to self development and this situation varies with the change of age, educational background, kind of enterprise, sense of fairness and satisfaction in the process of performance appraisal and method of performance appraisal. With the understanding of the actual domestic and international enterprise circumstance, this paper proceeded analysis in four aspects: how the knowledge-based enterprise chooses the methods of performance appraisal, performance reform of state owned design enterprise, and how to further improve organize commitment and organizational citizenship behavior of knowledge worker. In the end, this paper put forward corresponding countermeasures and suggestion.更多还原