绩效考评对组织承诺和组织公民行为的影响研究

华中科技大学博士学位论文绩效考评对组织承诺和组织公民行为的影响研究姓名：杜旌申请学位级别：博士专业：管理科学与工程指导教师：廖建桥20051027ISPSSIIIIIAbstractInKnowledge-basedeconomyagehowtoeffectivelyandhumanizedlyproceedtheperformanceappraisaltoKnowledgeworkerisalwaysthefocusinconcernoftheenterpriseandthetheoryresearch.Premisethatresolvethatproblemmusthavethefurthercognitiontopersonalcharacteristicsandworkcharacteristicsoftheknowledgeworker,aswellascomprehensiveandthoroughunderstandingtotheoriesandpracticewithconcretematters.Thispaper,basedonthestudyofliteratureanddemonstration,completelyexpatiatedcharacteristics,particularlyworkcharacteristicsandperformancecharacteristics,oftheemployeeworker.Thispaperputforwardaperspectivefromahigherlevelinconclusionthatcategorizemethodsofperformanceappraisalintothreekinds:mainlybasedoncharacteristicoftheemployee,mainlybasedontheresultandcomprehensivelybasedonbothmethods.Thispaperselectedorganizationcommitmentandorganizationalcitizenshipbehaviorasthevariantsofattitudeandbehaviorinordertomeasuredegreeofdifferenceofattitudeandbehavioroftheknowledgeworkerindifferentmethodsofperformanceappraisal.Forstudyingdifferenceofattitudeandbehavioroftheknowledgeworkerwithdifferentpersonalstatisticsfactor,indifferentpositionandenterprisecondition,withdifferentmethodofperformanceappraisaladopted,thispaperusedpersonalstatisticsfactor,positionandenterpriseconditionascontrolvariants.Meanwhileinordertoexamineinfluencetoattitudeandbehavioroftheknowledgeworkerwithdifferentmethodandprocessofperformanceappraisaladopted,thispaperwillassumesenseoffairnessanddegreeofsatisfactionasmoderatingvariants,comingtofurtherstudyinfluencetoknowledgeworkerinmentalandbehaviorallevel.Thispaperchoosesengineeringdesignerofknowledgeworkerasresearchobjects,questionnaireandinterviewtocollectiondata,SPSStoproceedtheanalysistoacquireddata.Resultrevealedthatwithdifferentmethodsofperformanceappraisalprominentdifferenceoforganizecommitmentandorganizationalcitizenshipbehaviorofknowledgeworkershows.Furtheranalysisverifiedeachhypothesisanddrewaseriesofconclusion,forexample,whetherenterpriseperformanceisgoodornotandnomatterwhichmethodtobechoosen,theleveloforganizecommitmentandorganizationalcitizenshipbehaviorIVofknowledgeworkerisofnodifference;intheknowledgeenterprise,adoptingthemethodsofperformanceappraisalbasedontheresult,theleveloforganizationalcommitmentandorganizationalcitizenshipbehaviorofknowledgeworkerishigherthanthatbasedoncharacteristicoftheemployee;nomatterwhichmethodtobechoosen,improvingthesenseoffairnessanddegreeofsatisfactioncanfurtherenhancetheleveloforganizecommitment,moreoverinsomeinstances,canfurtherenhancetheleveloforganizationalcitizenshipbehaviorofknowledgeworker;knowledgeworkerisnotalwaystheonewhopaysmostattentiontoselfdevelopmentandthissituationvarieswiththechangeofage,educationalbackground,kindofenterprise,senseoffairnessandsatisfactionintheprocessofperformanceappraisalandmethodofperformanceappraisal.Withtheunderstandingoftheactualdomesticandinternationalenterprisecircumstance,thispaperproceededanalysisinfouraspects:howtheknowledge-basedenterprisechoosesthemethodsofperformanceappraisal,performancereformofstateowneddesignenterprise,andhowtofurtherimproveorganizecommitmentandorganizationalcitizenshipbehaviorofknowledgeworker.Intheend,thispaperputforwardcorrespondingcountermeasuresandsuggestion.KeyWordsKnowledgeworkerPerformanceappraisalmethodOrganizationcommitment(OC)Organizationalcitizenshipbehavior(OCB)_____111.1——Drucker50100Drucker2000“”20031.22Robbins1986Byars&Rue(1994)OrganizationalcommitmentOCSuper1985Stephen,19973OrganOrganizationalcitizenshipbehaviorOCB1231.341.41.4.120047810301.4.22004910258Email1.4.3200411121030580457498.9%Spss10.01.4.4200518Spss10.0DescriptiveStatisticsAnalysisFactorAnalysisReliabilityAnalysisTIndependenttestOne-wayANOVA208061.51.5.11234567891.5.21722003841.61.112345967101.11122.1InformationAgeKnowledgeWorker(Micklethwait&Wooldridge1996)Drucker19992.1.1Drucker1998Davenport1996Drucker1999Ducker200012Trevor19901219982.1.2Know-whatKnow-howKnow-whyAndersonConsulting1999Davenport1996Zidle1998(F.Horibe2000)Davenport1996Zidle1998Know-howKnow-whyDickeson1999AndersenConsultant19992.1.3Kanter2000Drucker2000131InformationPiecesofInformation2Know-how3Idea20022003WesternManagementConsultants20022.1.4[11]142003200120042.1.515342.2PerformanceAppraisalPerformanceAssessmentPerformanceEvaluationPerformanceMeasurementRobbins198616Byars&Rue(1994)LathamWexley19812.2.1Kane(1979)Campbell(1993)(Campbell1993)200117(overallperformance)Benjamin1989BormanMotowidlo1993KatazKahan1978OrganOCBBriefPOBGeorgeKatazKahan1978VanScotterMotowidlo1996Conwy1999VanScotterMotowidloVanScotterMotowidloVanScotterMotowidlo1996Cambell1990CambelMotowidlo182.2.211970DavidMcClelland1973McBerMcBer10155Hoffman1999McClellandLyleSigne199319GaravanDavid2001LandyShankster1994Ghiselli19730.20(0.20)Cheung1996CPAI2002CPAI2000McClelland(1973)Mansfield&Mathew(2000)20031999(knowledge)(skill)(values)(individuality)Vickie1998200022060208020()Lee1985Ouchi1979LevineAshBennett1980Levine(1980)CITPAQAustinVill