关系绩效考核对员工知识共享行为影响的实证研究

基于社会交换理论、动机理论以及心理契约理论,通过结构方程分析探讨关系绩效考核如何影响员工知识共享行为。研究发现,规则服从、集体情感与责任2类动机在关系绩效考核(职务奉献)影响员工知识共享行为过程中发挥部分中介作用;人际促进维度对员工知识共享行为没有显著影响;工作控制点没有显著调节关系绩效考核、知识共享动机和知识共享行为之间的关系。

职场排斥对员工知识共享行为的影响研究

员工的知识共享行为是促进组织创新的重要环节,而在职场中屡见不鲜的排斥行为却成为了员工进行知识共享的一大阻碍。在社会交换理论和资源保存理论的基础上,从关系绩效考核压力视角出发研究职场排斥与员工知识共享行为之间的内在影响机制。通过实证分析发现:职场排斥显著负向影响员工知识共享行为;职场排斥由于降低了员工的组织支持感从而导致了员工知识共享行为的减少;关系绩效考核程度越高,遭遇职场排斥的员工所拥有的组织支持感越低,其知识共享行为就会越少。

The Exhibition Performance Appraisal Index System Based on Stakeholder Theory

Exhibition performance should be evaluated from different perspectives of stakeholders.The benefits of each stakeholder can not be satisfied when evaluating the exhibition performance from a single perspective or only evaluating the economic performance of the exhibition.In this paper,the stakeholders are defined on the basis of questionnaire investigation and classified by mathematical statistical method.According to the requirements of the stakeholders,the exhibition performance appraisal indicators are extracted and simplified by factor analysis,which leads to the formation of a set of performance appraisal index system.It is an instructive attempt to work out the exhibition performance appraisal model from the perspective of stakeholders,which may provide theoretical foundation and practice instruction for exhibition performance appraisal in our country.