绩效考核政治研究述评与展望

Performance Appraisal Politics:A literature Review and Future Research

绩效考核政治是指评估者为达到某种特定目的,或因考虑到下属实际绩效之外的因素而有意识地操控考核,并使得受评者的绩效结果偏离真实情况。绩效考核政治在组织中是广泛存在的,它与绩效工具和认知偏差一样,也是影响考核准确性的重要因素。本文首先回顾了绩效考核政治的概念,并提炼了普遍性、主观性、目的性、复杂性和文化性等特征,其次从社会交换理论、社会支持理论、社会比较理论等多重视角梳理其理论注解,再则探讨了绩效考核政治的维度结构及测量工具,随后从评估者、受评者、考核系统、组织情境等方面探讨了其影响因素,然后分析了绩效考核政治对消极效应和员工态度的影响效果,最后对未来研究方向进行了展望。

As an important tool for management decision, the effectiveness of the performance appraisal depends on whether accurate performance data were provided, to a certain extent. Therefore, the accuracy has become one of the most important research directions in the field of performance management. The traditional view was that the inac- curate appraisal is mainly due to the improper performance tools or unconscious cognitive deviation which is caused by the evaluators. But a growing number of scholars focused on the political factors of performance appraisal. Compared with unintentional negligence and cognitive deviation ,the inaccurate appraisal had more connection with deliberately distorting of performance appraisal from evaluators. Especially in the local cultural context, the Chinese people paid more attention on guanxi,human feelings,face and golden mean, so the political consideration in the process of per- formance appraisal may be more common ,and its theoretical and practical values were increasingly important. Performance appraisal politics refers to a conscious control practice, because of the appraisers＇ particular pur- pose, or considering the subordinate factors outside of the actual performance, and makes the ratees＇ results deviate rejected. However, organization during management practice seems to be more focused on the performance apprais- al＇ s effectiveness not the accuracy. This may be related to the characteristics of performance appraisal politics, such as universality, subjectivity, purposiveness, complexity, and culture. Furthermore, previous researches didn＇ t pay e- nough attention on the theoretical basic of performance appraisal politics, and the only several researches were scat- tered in the fields of organizational politics. In addition to the economic man supposition and resource conservation theory which are often mentioned in organizational politics field, this study discussed it from the various views, such as social exchange theory, social support theory ,and social comparison theory. From the qualitative study to quantitative study, as well as the research view changing, the dimensions and measurements of performance appraisal politics showed some epochal character. Early studies mostly stay at the When the widely existing of performance appraisal cussed the performance appraisal politics was confirmed in the organizations, scholars began to politics＇ influence on employee behavior. Above all, the existing of performance appraisal politics was confirmed, it is one of the important factors affect- of performance appraisal politics based on the social interaction theory.