-
摘要在当今竞争激烈的社会环境中，企业之间的竞争归根到底是人才的竞争。能够成功的吸引人才，激励并保持员工的积极性和主动性，才能在竞争中立于不败之地。在这一过程中凸显了人力资源的重要性，也承认了绩效管理的核心地位。绩效评估结果可以作为评选方案是否有效、员工薪酬调整、制定企业培训方案以及员工激励措施的依据。员工对绩效评估的公平感直接影响员工的组织承诺、管理信任、绩效改进与离职倾向，组织公民行为等员工的态度及行为。在绩效评估制度的建立上，过去许多文献指出绩效评估制度的公平性常带给员工不同的感受与反应，且绩效评估在实务上的有效性也为多数人关心的议题。21695
- 上一篇：“80后”幼师婚恋选择问题研究
- 下一篇：FSK人力资源规划的具体实践分析
本研究对绩效评估公平感的影响因素进行了研究。调查了各种类型企业各个岗位的员工，搜集有效调查问卷124份，采用探索性因素分析和分层回归方法，运用SPSS19.0软件进行分析。得出以下结论：绩效评估前的LMX（领导-成员交换）(Pre-Appraisal LMX)质量通过评估者公平和分配公平对绩效评估公平有显著的正向影响
关键词 绩效评估、组织公平、评估者公平、系统程序公平、互动公平
毕业论文外文摘要
Title Affect employee’s performance appraisal fairness factor analysis
Abstract
In today's competitive social environment, the competition between the enterprises in the final analysis is the talent competition. How to successfully attract talent, motivate and maintain staff's enthusiasm and initiative, can be in an impregnable position in the competition. In the process, highlighting the importance of human resources, admits that the core status of performance management. Performance evaluation results can be used as a selection scheme is effective, employee compensation adjustment, develop the basis of a training plan of the enterprise and employees incentive measures. Employees for performance evaluation of a sense of fairness directly affect the employee's organizational commitment, trust management, performance improvement and turnover intention, organizational citizenship behavior such as employee attitude and behavior. On the establishment of the performance evaluation system, pointed out that the fairness of the performance evaluation system in the past, many literature often give employees different feelings and reactions, and the effectiveness of the performance evaluation on the practical issues of concern to most people
In this study, performance appraisal justice fairness factors were studied. Investigated the types of enterprise employees in various positions, 124 valid questionnaires were collected, using exploratory factor analysis . Data were anlysed by using SPSS19.0. The following conclusions can be concluded： Pre-Appraisal LMX has a significant positive impact on rater justice and distributive justice.
Keywords Performance Evaluation; Organizational Justice; Rater Justice; System Procedural Justice, Interactive Justice
目 次
1.引言 1
1.1研究背景 1
1.2问题的提出 1
1.3研究的目的 2
1.4研究的意义 2
1.5研究的过程设计 4
2.文献综述和假设 4
2.1绩效评估公平感研究综述 4
2.2组织公平感研究综述 5
2.3绩效评估公平和组织公平的关系 6
2.4绩效评估公平感的影响因素 6
3.方法和程序 9
3.1调查对象 9
3.2测量工具 10