成功实施绩效管理的关键行为因素结构及其与组织承诺和组织绩效的相关研究

A Study on the Structure of Key Behavioral Factors of Successfully Implementing Performance Management and Its Relationship with organizational Commitment and Performance

在查阅文献和对企业员工结构化访谈及其开放式问卷调查的基础上,收集了我国企业成功实施绩效管理的关键行为条目,编制初始问卷。通过预试初步证实了成功实施绩效管理的关键行为的结构是多维的,并获得了较为清晰的七因素结构模型。进一步修订,调整条目,逐步删除一些无负荷和存在多重负荷的项目。最后确定了由26个条目组成的正式问卷并进行第二次调查测试。探讨了企业成功实施绩效管理的关键行为因素的结构维度及其与组织承诺和组织绩效等相关后果变量的关系。研究表明:企业成功实施绩效管理的关键行为是由管理支持、适度激励、员工参与、有效沟通、科学考核、相关培训以及规范操作等七因素构成。成功实施绩效管理的关键行为因素与组织承诺呈显著正相关。适度激励、员工参与、有效沟通和科学考核等四个因素与组织绩效呈显著正相关,管理支持、相关培训和规范操作三个因素与组织绩效没有相关。

The research collects key behavioral items of successfully implementing performance management on the basis of literatures, interviews, and questionnaires. Through the tests, the research found that the key behaviors of successfully implementing performance management included seven factors： administrant support, reasonably inspiriting, member participation, effective communication, scientific evaluation, correlative training, and canonical operation. Reasonably inspiriting, member participation, effective communication, scientific evaluation affected organizational performance, but administrant support, correlative training, and canonical operation did not correlate with organizational performance.