【作者】 吴继红； 赵璧全； 王玲；

【Author】 Wu Jihong;Zhao Biquan;Wang Ling;University of Electronic Science and Technology of China;

【机构】 电子科技大学经济与管理学院； 电子科技大学党委组织部；

【摘要】 由于敬业度对员工的生产率、留任意向和顾客满意都有影响,如何提升员工的敬业度成为实务界和学术界共同关注的热点课题。从社会交换的角度看,提升敬业度的方法不外乎两个方面:提供适当的组织诱因和恰当的管理员工的贡献。已有的研究发现组织支持认知等体现诱因的因素对敬业度有影响,而管理员工贡献的主要方式——绩效管理对敬业度的影响还没有相关研究。本文以某高校的中层干部为样本,发现他们的绩效管理认知(制度了解程度,目标接受程度和绩效反馈效果)对其敬业度有影响。更多还原

【Abstract】 As employee engagement has been proved to have effect on employees’ productivity, continuance, and customers’ satisfaction, how to enhance employees’ engagement becomes a hot topic among managers and academicians. From the perspective of social exchange theory, there are mainly two ways to make it: providing proper inducements and manage employees’ contribution properly. Some researches have found that perceived organizational support, which is employees’ perception of organizational inducement, can predict engagement. Meanwhile the effect of main way to manage employees’ contribution, namely performance management, on engagement is paid little attention to. This article surveyed middle managers of a university, and found that their perceptions of performance management(including how much they are aware of the performance management system, the degree to which they accept the goals, and the feedback interview) do have effect on their engagement.更多还原