基于战略人力资源管理的造价工程师绩效评价研究

Research on Cost Engineer Performance Evaluation Based on Strategic Human Resource Management

造价工程师绩效评价模型在任务绩效和周边绩效的基础上,加入战略绩效这一新维度,达到了探索性因素分析、内部一致性信度分析和验证性因素分析的实证检验标准,三个维度到二阶共同因素标准化路径系数分别为0.703、0.712和0.709,累计解释方差78.864%,表明能很好地全面评价造价工程师工作绩效,激励造价工程师积极投身工作。

A new dimension of strategic performance is added to cost engineer performance evaluation model based on task perfor- mance and surrounding performance, which reaches empirical testing standards of exploratory factor analysis, internal consistency re- liability analysis and confirmatory factor analysis. Coefficients of three dimensions to second-order common factor standardization paths are respectively 0.703, 0.712 and 0.709. Cumulative explained variance is 78.864%. It shows that work performance of cost en- gineers can be comprehensively evaluated well. Cost engineers are stimulated for working actively.