【作者】 张旭；

【导师】 胡蓓；

【作者基本信息】 华中科技大学 ， 工商管理， 2015， 博士

【摘要】 随着市场的不断变化,激烈的竞争使得企业面临管理和决策更加复杂。企业的创新能力和竞争能力受到了极大的挑战,让管理者苦不堪言。员工自发具有建设性、创新性的建言行为能够有效的改善组织现状,预防组织存在的隐患并且是组织提升竞争优势的关键。然而,员工由于对绩效考核的不满、压力等因素的影响而选择隐瞒自已的真实想法和意见,这会导致组织内部存在的隐患不能够及时被发现,员工具有创新想法的建议不会被提出,进而影响企业的发展。虽然评估目的绩效考核有助于促进组织绩效,但是近些年来这类绩效考核也暴露出不少问题。那么,究竟应该怎样考核才能更好的促进员工建言行为的产生呢?是否还有哪些因素会对员工的建言行为产生影响呢?本研究从不同绩效考核目的入手,构建了绩效考核目的与员工建言行为的影响关系模型,实证探讨绩效考核目的对建言行为的影响机制,包括工作满度、挑战性-阻碍性压力、创新自我效能感的中介作用机制研究和利润分享、知识共享的调节作用机制研究。首先,本研究在梳理国内外现有相关文献的基础上,针对国内外研究的理论缺口,依据社会交换理论构建了绩效考核目的与员工建言行为的影响关系模型。结合对企业员工的实证调研和深度访谈,引入工作满意度作为中介变量并选取利润分享感作为调节变量,深入地剖析了绩效考核目的对员工建言行为的影响机理,并采取层级回归分析法对其进行了实证检验。研究结果表明：发展目的和评估目的绩效考核都对员工的促进性和抑制性建言行为具有正向影响；与评估目的的绩效考核相比,发展目的绩效考核更能正向影响员工的建言行为,即发展目的绩效考核能够促使员工表现更多的建言行为。工作满意度在不同目的绩效考核与员工建言行为间具有中介作用。具体而言,工作满意度在发展目的绩效考核与员工促进性建言行为间具有部分中介作用；工作满意度在发展目的绩效考核与员工抑制性建言行为间起部分中介作用；工作满意度在评估目的绩效考核与员工促进性建言行为间具有完全中介作用；工作满意度在评估目的绩效考核与员工抑制性建言行为间起部分中介作用。利润分享感在不同目的绩效考核与员工抑制性建言行为间具有调节作用,利润分享感在不同目的绩效考核与员工促进性建言行为之间没有调节作用。研究结果论证了绩效考核目的对建言行为的影响模型,这是对以往研究的有意义的扩展。其次,本研究检验了挑战性-阻碍性压力在绩效考核目的与员工建言行为间的中介作用。根据资源保存理论,采取结构方程模型对样本数据进行了检验。研究结果表明：挑战性压力在发展目的绩效考核与促进性建言行为之间具有部分中介作用；挑战性压力在评估目的绩效考核与促进性建言行为之间具有完全中介作用；挑战性压力在发展目的绩效考核与抑制性建言行为之间具有部分中介作用；挑战性压力在评估目的绩效考核与抑制性建言行为之间具有完全中介作用；阻碍性压力在不同目的绩效考核与员工建言行为之间没有中介作用。中介的路径显示不同目的绩效考核通过触发员工挑战性压力从而驱动员工表现更多的建言行为,并且员工不会由于阻碍性压力而不进行建言行为。再次,本研究检验了创新自我感在绩效考核目的与员工建言行为间的中介作用和知识共享的调节作用。依据社会认知理论,通过层级回归分析的研究方法对样本数据进行了检验。研究结论表明：创新自我效能感在不同目的绩效考核与员工建言行为间均具有部分中介效应。知识共享在评估目的绩效考核与创新自我效能感之间具有调节作用；知识共享在发展目的绩效考核与创新自我效能感之间不具有调节效应。最后,对本研究主要研究结果进行了归纳和总结。本研究旨在揭示绩效考核目的对建言行为的影响机理,探索促进员工建言行为的有效路径,丰富绩效考核目的和建言行为的理论体系,为促进企业可持续发展,实现和谐劳动关系提供理论借鉴,为企业管理层进行战略决策提供参考依据。文章最后还指出了本研究的局限性,以及对未来研究的展望。更多还原

【Abstract】 With the changing market, fierce competition makes enterprises face more complex management and decision-making. The enterprise innovation ability and competition ability has been greatly challenged, let managers suffer unspeakably. Employee spontaneous constructive and innovative voice behavior can effectively improve the state of organization; prevention organizations exist hidden danger, and are the key to promote competition advantage to the organization. However, many employees choose to conceal their true thoughts and opinions because of the impact on the performance appraisal of dissatisfaction, stress and other factors, which would lead to the existence of hidden internal organization cannot be found in time, the staff has recommended that innovative ideas are not been proposed, thereby affecting the development of enterprises. Although the evaluative propose of performance appraisal contribute to organizational performance, but in recent years this type of performance appraisal also exposed many problems. So, What kind of appraisal can better motivate employees to produce voice behavior? Are there any factors affect employee voice behavior? The purpose of this study construction of performance appraisal and employee voice behavior relationship model, explore the influence mechanism of the performance appraisal purpose and employee voice behavior, explore the mediating roles of job satisfaction, challenge-hindrance Stressors and creative self-efficacy, explore the moderating roles of profit-sharing and knowledge sharing.First, this study based on review China and foreign existing literature, according to the social exchange theory, principal-agent theory, Conservation of Resources and other theories, building performance appraisal purposes and employee voice behavior affected models. Combining employees’ empirical research and in-depth interviews, using job satisfaction as a mediating variable and choose profit-sharing sensation as the moderator, using empirical test to analysis the effect of the performance appraisal purpose on employee voice behavior. Research has concluded that the evaluative appraisal and developmental appraisal both positive effect on employees voice behavior. The results show that the development appraisal play more positive impact on employee voice behavior then evaluative appraisal, that means development appraisal has more prompt action on employees’ voice behavior. Job satisfaction plays a mediating role between different purpose performance appraisal and employee voice behavior. Specifically, Job satisfaction take a partial mediating role between the development appraisal and promotive voice behavior; Job satisfaction take a partial mediating role between the development appraisal and prohibitive voice behavior; Job satisfaction take a full mediating role between the evaluative appraisal and promotive voice behavior; Job satisfaction take a full mediating role between the evaluative appraisal and prohibitive voice behavior. Profit sharing sense plays a moderating role between different purpose performance appraisal and employee prohibitive voice behavior; Profit sharing sense has no moderator effect between different purpose performance appraisal and employee promotive voice behavior. The results verify the effects model of performance appraisal purpose on voice behavior which is an extension of previous research.Second, this study examines that challenging-hindrance stressors take the mediating role in the relationship between performance appraisal purpose and employee voice behavior.The research results show that:challenge stressors take a partial mediating role between the development appraisal and promotive voice behavior; challenge stressors take a full mediating role between the evaluative appraisal and promotive voice behavior; challenge stressors take a partial mediating role between the development appraisal and prohibitive voice behavior; challenge stressors take a full mediating role between the evaluative appraisal and prohibitive voice behavior; Hindrance Stressor has no mediate effect between performance appraisal purpose and employee promotive voice behavior. Research shows that performance appraisal purpose by the challenge stressors to drive employee showed more voice behaviors. Third, this research examined the mediating role of creative self-efficacy in the relationship between performance appraisal purpose and employee voice behavior, and knowledge sharing has a moderate effect between performance appraisal purpose and creative self-efficacy. Specifically, creative self-efficacy takes partial mediating roles between different purpose performance appraisal and employee voice behavior. Knowledge sharing takes a moderating role in the relationship between evaluative appraisal and creative self-efficacy. Knowledge sharing has no moderate effects between performance appraisal purpose and creative self-efficacy.Finally, the main conclusions were summarized and discussed. This study aims to reveal the impact of performance appraisal purpose on employee voice behavior, explore effective way to promote employee voice behavior, rich performance appraisal purposes and voice behavior theoretical system, to promote the sustainable development of enterprises, provide a theoretical reference for harmonious labor relations achievement, provide a reference for enterprise management strategic decisions making. At last, the research limitation and future directions were also put forward.更多还原