基于元评价视角的绩效评价系统设计机理研究综述
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外国经济与管理 2008 年 第 30 卷第 03 期, 页码：9 - 18
摘要
参考文献
摘要
长期以来,企业绩效评价是个饱受争议的话题,根源在于其中存在很强的"雅努斯"情结。本文在剖析绩效评价本质属性的基础上,遵循元评价思路对绩效评价系统的分层结构、耦合机理、构成维度及其前因后果进行了分析和评价,旨在通过揭示其内在机理来研究影响和制约企业绩效评价系统设计的关键因素,以期在实践中指导企业构建高效的绩效评价系统。
③根据2007年度诺贝尔经济学奖获得者赫维茨(Hurwicz,1972)的真实显示偏好不确定定理,员工没有动机显示自己的真实信息,因此,员工的真实贡献只能主观估计而无法验证。根据这个假设,图中θ表示所衡量到的绩效对企业真实价值的偏离;绩效控制程度越高,则偏差越小,因此,cosθ被作为绩效评价系统正规化程度的替代变量。具体推演过程请参考:马君.绩效评价系统设计与组织绩效关系研究[A].第三届海峡两岸管理学研讨会论文集[C].成都:西南财经大学出版社,2005。
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[2]Eccles,R.The performance measurement manifesto[J].Harvard Business Review,1991,68(1):131-137.
[3]Barlow,G.Deficiencies and perpetuation of power:Latent functions in management appraisal[J].Journal of Management Studies,1989,26(5):499-519.
[4]Gibbons,R,and Kevin J Murphy.Subjective performance measuresin opti mal incentive contracts[J].Quarterly Journal of Econom-ics,1994,109(4):25-56.
[5]Organ,D.Organizational citizenship behavior:It’s construct clean-up ti me[J].Human Performance,1997,10(2):85-98.
[6]Murphy,Kevin R,and Jeanette N Cleveland.Understanding performance appraisal:Social,organizational and goal-based perspec-tives[M].Thousand Oaks,California:Sage Publications Inc.,1995.
[7]Cascio,Wayne F,and Aquinis,H.Applied psychology in human resource management[M].6th Ed.New Jersey:Prentice Hall,2004.
[8]Robert S Kaplan,and David P Norton.The strategy map:Guide to aligningintangible assets[J].Strategy and Leadership,2004,32(5):10-17.
[9]Peter F Drucker.Knowledge-worker productivity:The biggest challenge[J].California Management Review,1999,41(2):79-94.
[10]Haerem,T,and Rau,D.The influence of degree of expertise and objective task complexity on perceived task complexity and per-formance[J].The Journal of Applied Psychology,2007,92(5):1 320-1 331.
[11]Rummler,G A,and Brache,AP.I mproving performance:Howto manage the white spaceinthe organization chart[M].San Fran-cisco:Jossy-Bassy Publishers,1995.
[12]Susanne GScott,and Waltei O Einstein.Strategic performance appraisal inteam-based organizations:One size does not fit all[J].A-cademy of Management Executive,2001,15(2):107-116.
[13]Brockner,J.Why it’s so hard to be fair[J].Harvard Business Review,2006,84(3):122-129.
[14]Edwin A Locke,and Gary P Latham.Building a practically useful theory of goal setting andtask motivation:A35-year odyssey[J].American Psychologist,2002,57(9):705-717.
[15]John R Hollenbeck,and Howard J Klein.Goal commit ment and the goal-setting process:Problem,prospects,and proposals for fu-ture research[J].Journal of Applied Psychology,1987,72(2):212-220.
[16]Klein,HJ,Wesson,MJ,Hollenbeck,J R,Wright,P M,and DeShon,R P.The assessment of goal commit ment:A measure-ment model meta-analysis[J].Organizational Behavior and Human Decision Processes,2001,85(2):32-55.
[17]Jawahar,I.The influence of perceptions of fairness on performance appraisal reactions[J].Journal of Labor Research,2007,28(4):735-754.
[18]Erdogan,B.Antecedents and consequences of justice perceptions in performance appraisals[J].Human Resource Management Re-view,2002,12(1):555-578.
[19]Douthitt,E A,and Aiello,J R.The role of participation and control in effects of computer monitoring onfairness perceptions,tasksatisfaction,and performance[J].Journal of Applied Psychology,2001,86(5):867-874.
[20]Hang-yue,Ngo,Foley,Sharon,and Loi,Raymond.The effects of cultural types on perceptions of justice and genderinequityintheworkplace[J].International Journal of Human Resource Management,2006,17(6):983-998.
[21]Michelle,B,and J S Heywood.Performance appraisal systems:Determinants and change[J].British Journal of Industrial Rela-tions,2005,43(4):659-679.
[1]Dean RSpitzer.Transforming performance measurement-rethinkingthe way we measure and drive organizational success[R].Amer-ican Management Association,2007.
[2]Eccles,R.The performance measurement manifesto[J].Harvard Business Review,1991,68(1):131-137.
[3]Barlow,G.Deficiencies and perpetuation of power:Latent functions in management appraisal[J].Journal of Management Studies,1989,26(5):499-519.
[4]Gibbons,R,and Kevin J Murphy.Subjective performance measuresin opti mal incentive contracts[J].Quarterly Journal of Econom-ics,1994,109(4):25-56.
[5]Organ,D.Organizational citizenship behavior:It’s construct clean-up ti me[J].Human Performance,1997,10(2):85-98.
[6]Murphy,Kevin R,and Jeanette N Cleveland.Understanding performance appraisal:Social,organizational and goal-based perspec-tives[M].Thousand Oaks,California:Sage Publications Inc.,1995.
[7]Cascio,Wayne F,and Aquinis,H.Applied psychology in human resource management[M].6th Ed.New Jersey:Prentice Hall,2004.
[8]Robert S Kaplan,and David P Norton.The strategy map:Guide to aligningintangible assets[J].Strategy and Leadership,2004,32(5):10-17.
[9]Peter F Drucker.Knowledge-worker productivity:The biggest challenge[J].California Management Review,1999,41(2):79-94.
[10]Haerem,T,and Rau,D.The influence of degree of expertise and objective task complexity on perceived task complexity and per-formance[J].The Journal of Applied Psychology,2007,92(5):1 320-1 331.
[11]Rummler,G A,and Brache,AP.I mproving performance:Howto manage the white spaceinthe organization chart[M].San Fran-cisco:Jossy-Bassy Publishers,1995.
[12]Susanne GScott,and Waltei O Einstein.Strategic performance appraisal inteam-based organizations:One size does not fit all[J].A-cademy of Management Executive,2001,15(2):107-116.
[13]Brockner,J.Why it’s so hard to be fair[J].Harvard Business Review,2006,84(3):122-129.
[14]Edwin A Locke,and Gary P Latham.Building a practically useful theory of goal setting andtask motivation:A35-year odyssey[J].American Psychologist,2002,57(9):705-717.
[15]John R Hollenbeck,and Howard J Klein.Goal commit ment and the goal-setting process:Problem,prospects,and proposals for fu-ture research[J].Journal of Applied Psychology,1987,72(2):212-220.
[16]Klein,HJ,Wesson,MJ,Hollenbeck,J R,Wright,P M,and DeShon,R P.The assessment of goal commit ment:A measure-ment model meta-analysis[J].Organizational Behavior and Human Decision Processes,2001,85(2):32-55.
[17]Jawahar,I.The influence of perceptions of fairness on performance appraisal reactions[J].Journal of Labor Research,2007,28(4):735-754.
[18]Erdogan,B.Antecedents and consequences of justice perceptions in performance appraisals[J].Human Resource Management Re-view,2002,12(1):555-578.
[19]Douthitt,E A,and Aiello,J R.The role of participation and control in effects of computer monitoring onfairness perceptions,tasksatisfaction,and performance[J].Journal of Applied Psychology,2001,86(5):867-874.
[20]Hang-yue,Ngo,Foley,Sharon,and Loi,Raymond.The effects of cultural types on perceptions of justice and genderinequityintheworkplace[J].International Journal of Human Resource Management,2006,17(6):983-998.
[21]Michelle,B,and J S Heywood.Performance appraisal systems:Determinants and change[J].British Journal of Industrial Rela-tions,2005,43(4):659-679.
引用本文
马君, 王晓红. 基于元评价视角的绩效评价系统设计机理研究综述[J]. 外国经济与管理, 2008, 30(3): 9–18.
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