摘要
在文献回顾的基础上,提出了绩效评价公正性与个体情绪智力关系的概念模型和假设;对121名高校教师进行了结构化问卷调查,结果表明绩效评价公正性对个体情绪智力有显著影响,但主要表现在自我情绪评估和情绪调整两个维度,对于他人情绪评估和情绪促进并无显著影响。绩效评价的程序公正对情绪智力的影响最大,其次为分配公正,最后为互动公正。这为我们进一步从心理学的角度研究组织绩效评价提供了参考依据。
Based on the literature review, a nypothesis justice and individual emotional intelligence is put forward. According to a structured questionnaire investigation into 121 university teachers, it is found that the performance evaluation justice has the positive and notable influence on the individual emotional intelligence, but the positive influence mainly performs on the dimensions of self emotional appraisal and regulation of emotion, there are not prominent influence on the other＇s emotional appraisal and use of emotion. Procedural justice of performance evaluation has the most notable influence on the emotional intelligence, secondly is distributive justice, and the interactional justice has the weakest influence. It provides some reference gist for the deeper research on organizational performance evaluation from the point of individual psychology.
出处
《科技进步与对策》
CSSCI
北大核心
2010年第10期90-95,共6页
Science & Technology Progress and Policy
基金
国家"985工程"项目(07200710)
关键词
绩效评价
公正性
情绪智力
Performance Evaluation
Justice
Emotional Intelligence
