绩效考核政治对员工组织公民行为的影响——差序氛围的调节作用
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摘要
以不同类型组织中544名在职员工为样本,开展问卷调查,采用相关分析、结构方程模型检验等统计方法,考察了本土文化情境下绩效考核政治对员工组织公民行为的影响机制。研究结果显示:被考核者的绩效考核政治感知与员工组织公民行为呈显著负相关关系,组织支持感在其中起到完全中介作用,差序氛围调节了绩效考核政治感知对员工组织支持感的影响,即组织的差序氛围越显著,被考核者的绩效考核政治感知与组织支持感的负向关系就越强,从而员工的组织公民行为就越少。此外,差序氛围在绩效考核政治感知与组织公民行为间的调节效应不显著。研究结论揭示了我国差序格局文化下组织差序氛围影响员工绩效考核政治感知的独特作用机理,为相关研究和实践提供了重要的参考和借鉴。
Through a questionnaire study of 544 employees from different organizations,this paper explores the influencing mechanism of performance appraisal politics on organizational citizenship behavior in Chinese culture adopting the statistical method of correlation analysis,structural equation and so on.The result shows that appraisee's perception of appraisal politics has negative correlation with organizational citizenship behavior,and the perception of organizational support acts as full mediation in this negative relationship.In addition,Chaxu climate has a moderating role in the relationship between appraisee's perception of appraisal politics and that of organizational support.Specifically,the more significant Chaxu climate in the organization is,the stronger the negative relationship is between appraisee's perception of appraisal politics and that of organizational support,which results in less employee's organizational citizenship behavior.Additionally,Chaxu climate doesn't show much moderating effect between appraisee's perception of appraisal politics and organizational citizenship behavior.The conclusion reveals the unique influencing mechanism of Chaxu climate on appraisee's perception of appraisal politics,and provides important references for related research and practice.
Through a questionnaire study of 544 employees from different organizations,this paper explores the influencing mechanism of performance appraisal politics on organizational citizenship behavior in Chinese culture adopting the statistical method of correlation analysis,structural equation and so on.The result shows that appraisee's perception of appraisal politics has negative correlation with organizational citizenship behavior,and the perception of organizational support acts as full mediation in this negative relationship.In addition,Chaxu climate has a moderating role in the relationship between appraisee's perception of appraisal politics and that of organizational support.Specifically,the more significant Chaxu climate in the organization is,the stronger the negative relationship is between appraisee's perception of appraisal politics and that of organizational support,which results in less employee's organizational citizenship behavior.Additionally,Chaxu climate doesn't show much moderating effect between appraisee's perception of appraisal politics and organizational citizenship behavior.The conclusion reveals the unique influencing mechanism of Chaxu climate on appraisee's perception of appraisal politics,and provides important references for related research and practice.
引文
陈云云,张一弛.2008.绩效考核中的政治性考虑——基于内容分析的中国情境研究[J].管理评论(9):39-47.
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高婧,杨乃定,祝志明.2008.组织政治知觉与员工犬儒主义:心理契约违背的中介作用[J].管理学报(1):128-137.
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田在兰,黄培伦.2013.差序式领导理论的发展脉络及与其他领导行为的对比研究[J].科学学与科学技术管理(4):150-157.
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王莹.2013.差序氛围对员工心里授权的影响研究[D].南昌:江西财经大学.
徐长江,时勘.2004.对组织公民行为的争议与思考[J].管理评论(3):45-49.
叶宝娟,温忠麟.2013.有中介的调节模型检验方法:甄别和整合[J].心理学报(9):1050-1060.
阎云翔.2006.差序格局与中国文化的等级观[J].社会学研究(4):201-213.
周浩,龙立荣.2005.绩效考核中的宽大效应的成因及控制方法[J].心理科学进展(6):806-813.
赵书松.2012.绩效考核政治对个体知识共享行为影响的实证研究[J].南开管理评论(3):150-160.
ARSHAD M A,MASOOD M T,AMIN G.2007.Effects of performance appraisal politics on job satisfaction,turnover intention and loyalty to supervisor study with reference to the telecommunication organizations of Pakistan[J].International Review of Management and Business Research,2(3):653-673.
ARYEE S,BUDHWAR P S,CHEN Z X.2002.Trust as mediator of relationship between organizational justice and work outcomes,test of a social exchange model[J].Journal of organizational Behavior,23(3):267-285.
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CURTIS A B,DARRVEY R D,RAVDEN D.2005.Sources of political distortions in performance appraisals:appraisal purpose and rater accountability[J].Group&Organization Management,30(1):42-60.
DANAEEFARD H,BALUTBAZEH A E,KASHI K H A.2010.Good soldier’s perceptions of organization politics understanding the relation between organization citizenship behaviors and perceptions of organizational politics:evidence from Iran[J].European Journal of Economics,Finance,and Administrative Sciences,18(1):146-162.
DHIMAN A,MAHESHWARI S K.2013.Performance appraisal politics from appraisee perspective:a study of antecedents in the Indian context[J].The International Journal of Human Resource Management,24(6):1202-1235.
EISENBERGER R,HUNTINGTON R,HUTCHI-SON S,et al.1986.Perceived organizational support[J].Journal of Applied Psychology,71(2):500-507.
GRUNDA C,PRZEMECK J.2012.Subjective performance appraisal and inequality aversion[J].Applied Economics,44(21):2149-2155.
HIGGINS E T.1977.Beyond pleasure and pain[J].American Psychologist,52(12):1280-1300.
NEUBERT M J,KACMAR K M,CARLSON D S,et al.2008.Regulatory focus as a mediator of the influence of initiating structure and servant leadership on employee behavior[J].Journal of Applied Psychology,93(6):1220-1233.
ORGAN D W.1988.Organizational citizenship behavior:the good soldier syndrome[M].Lexington,MA:Lexington Books.
ROSEN C C,HARRIS K J,KACMAR K M.2009.The emotional implications of perceived organizational politics:a process model[J].Human Relations,62(62):27-57.
SPITZER D R.2007.Transforming performance measurement rethinking the way we measure and drive organizational success[M].AMACOM:Div American Mgint Assn.
崔勋,瞿皎姣.2014.组织政治知觉对组织公民行为的影响辨析——基于国有企业员工印象管理动机的考察[J].南开管理评论(2):129-141.
费孝通.2012.乡土中国[M].北京:北京大学出版社.
高婧,杨乃定,祝志明.2008.组织政治知觉与员工犬儒主义:心理契约违背的中介作用[J].管理学报(1):128-137.
马君,王雎,杨灿.2012.差序格局下绩效评价公平与员工绩效关系研究[J].管理科学(4):56-68.
沈伊默,袁登华,张华,等.2009.两种社会交换对组织公民行为的影响:组织认同和自尊需要的不同作用[J].心理学报(12):1215-1227.
石冠峰,徐兵.2014.中国情境下的组织政治知觉、心理安全与员工犬儒主义:一个理论框架[J].商业研究(4):141-147.
田在兰,黄培伦.2013.差序式领导理论的发展脉络及与其他领导行为的对比研究[J].科学学与科学技术管理(4):150-157.
汪洪艳,陈志霞.2015.绩效考核政治研究评述[J].外国经济与管理(9):57-67.
王莹.2013.差序氛围对员工心里授权的影响研究[D].南昌:江西财经大学.
徐长江,时勘.2004.对组织公民行为的争议与思考[J].管理评论(3):45-49.
叶宝娟,温忠麟.2013.有中介的调节模型检验方法:甄别和整合[J].心理学报(9):1050-1060.
阎云翔.2006.差序格局与中国文化的等级观[J].社会学研究(4):201-213.
周浩,龙立荣.2005.绩效考核中的宽大效应的成因及控制方法[J].心理科学进展(6):806-813.
赵书松.2012.绩效考核政治对个体知识共享行为影响的实证研究[J].南开管理评论(3):150-160.
ARSHAD M A,MASOOD M T,AMIN G.2007.Effects of performance appraisal politics on job satisfaction,turnover intention and loyalty to supervisor study with reference to the telecommunication organizations of Pakistan[J].International Review of Management and Business Research,2(3):653-673.
ARYEE S,BUDHWAR P S,CHEN Z X.2002.Trust as mediator of relationship between organizational justice and work outcomes,test of a social exchange model[J].Journal of organizational Behavior,23(3):267-285.
BOL J C.2010.The determinants and performance effects of supervisor bias[Z].SSRN Discussion Paper.
BROCKNER J,HIGGINS E T.2001.Regulatory focus theory:implications for the study of processes emotions at work[J].Organizational Behavior and Human Decision,88(1):35-66.
CURTIS A B,DARRVEY R D,RAVDEN D.2005.Sources of political distortions in performance appraisals:appraisal purpose and rater accountability[J].Group&Organization Management,30(1):42-60.
DANAEEFARD H,BALUTBAZEH A E,KASHI K H A.2010.Good soldier’s perceptions of organization politics understanding the relation between organization citizenship behaviors and perceptions of organizational politics:evidence from Iran[J].European Journal of Economics,Finance,and Administrative Sciences,18(1):146-162.
DHIMAN A,MAHESHWARI S K.2013.Performance appraisal politics from appraisee perspective:a study of antecedents in the Indian context[J].The International Journal of Human Resource Management,24(6):1202-1235.
EISENBERGER R,HUNTINGTON R,HUTCHI-SON S,et al.1986.Perceived organizational support[J].Journal of Applied Psychology,71(2):500-507.
GRUNDA C,PRZEMECK J.2012.Subjective performance appraisal and inequality aversion[J].Applied Economics,44(21):2149-2155.
HIGGINS E T.1977.Beyond pleasure and pain[J].American Psychologist,52(12):1280-1300.
NEUBERT M J,KACMAR K M,CARLSON D S,et al.2008.Regulatory focus as a mediator of the influence of initiating structure and servant leadership on employee behavior[J].Journal of Applied Psychology,93(6):1220-1233.
ORGAN D W.1988.Organizational citizenship behavior:the good soldier syndrome[M].Lexington,MA:Lexington Books.
ROSEN C C,HARRIS K J,KACMAR K M.2009.The emotional implications of perceived organizational politics:a process model[J].Human Relations,62(62):27-57.
SPITZER D R.2007.Transforming performance measurement rethinking the way we measure and drive organizational success[M].AMACOM:Div American Mgint Assn.