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摘要绩效评估在人力资源管理中是非常重要的一部分，而绩效评估满意感是判断绩效评估有效性的主要依据。本文从群体动力因素视角，通过梳理国内外相关文献，建立绩效评估满意感影响因素的模型，包括政治知觉、印象管理、多来源评估和反馈环境。本研究采取发放问卷的方式，总共回收了137份问卷。通过对调查数据进行相关分析和回归分析发现政治知觉与绩效评估满意感不相关，印象管理、多来源评价、反馈环境对绩效评估满意感有显著地正向影响。本文建议企业在绩效评估过程中应注意避免印象管理的影响，可以加入多来源评估，提高绩效评估的客观公正性；并且要营造良好的反馈环境，促进评价者与受评者主动、有效地交流。42799
毕业论文关键词 绩效评估满意感 群体动力因素 政治知觉 印象管理 多来源评估 反馈环境
毕 业 论 文 外 文 摘 要
Title On Group Dynamic Factors of Performance Evaluation Satisfaction
Abstract
Performance appraisal is an important part of human resource management. Performance evaluation satisfaction is the main basis for judging the effectiveness of performance evaluation. This paper studies the factors of performance evaluation satisfaction in the perspective of group dynamics. And this paper establishes a model based on previous studies through combing the domestic and foreign related literature in different angle. This model shows political perception, impression management, multi-source assessment and feedback environment influence performance evaluation satisfaction. Through recycling the 137 questionnaires, the survey data is for correlation analysis and regression analysis. The results show that political perception is not related to performance evaluation satisfaction and impression management, multi-source assessment, feedback environment has significant and positive influence performance evaluation satisfaction. Therefore this research suggests we should pay attention to avoid the impact of impression management and join multiple sources of assessment in the process of performance evaluation, improving the objectivity and fairness of performance evaluation. And creating a good feedback environment is beneficial to promoting the active and effective communication between rater and ratee.
Keywords performance evaluation satisfaction group dynamic political perception impression management multi-source assessment feedback environment
目 次
1 引言 1
1.1 研究背景 1
1.2 研究目的和意义 1
2 文献综述 3
2.1 相关概念 3
2.2 影响绩效评估满意感的相关研究 5
2.3 绩效评估满意感的测量 8
2.4 对以往研究的评价 8
3 研究设计 11
3.1 研究假设与模型构建 11
3.2 问卷设计 14
4 数据分析与假设检验 17
4.1 问卷样本基本情况 17
4.2 信度与效度的检验 17
4.3 描述性统计分析 19
4.4 回归分析 20
5 总结 22
5.1 研究结论 22
5.2 研究结论对管理实践的启示 23
5.3 研究不足与未来展望 24
致谢 25
参考文献 26
附录A 调查问卷 29
图3.1 影响绩效评估满意感的群体动力因素模型 13
图4.1 影响绩效评估满意感的群体动力因素的检验结果图 21