绩效考核政治性研究述评
外国经济与管理 2015 年 第 37 卷第 09 期, 页码:
摘要
参考文献
摘要
绩效考核政治性是指考核者在绩效考核过程中考虑一些非相关因素导致的故意歪曲员工绩效考核结果的非伦理行为。相关研究对绩效考核政治性的发生、影响和作用机制进行了探索,而国内学界对该领域关注甚少。本文从绩效考核政治性的概念、内涵、结构与测量、前因及结果等方面对该领域的相关文献进行了系统的梳理,并讨论了现有研究的不足与未来可能的研究方向,以期为相关研究及实践工作提供有价值的参考。
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[3]Arshad M A ,Masood M T and Amin G. Effects of performance appraisal politics on job satisfaction,turnover intention and loyalty to supervisor study with reference to the telecom organizations of Pakistan[J]. International Review of Management and Business Research,2013,2(3):653-673.
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[6]Bernardin H J and Beatty R W. Performance appraisal:Assessing human behavior at work[M]. Boston:Kent,1984.
[7]Bernardin H J and Villanova P. Performance appraisal[A]. in Locke E A(Ed.). Generalizing form laboratory to field setting[C]. Lexington MA:D.C. Health,1986:43-62.
[8]Bernardin H J,Cooke D K and Villanova P. Conscientiousness and agreeableness as predictors of rating leniency[J]. Journal of Applied Psychology,2000,85(2):232-236.
[9]Bol J C. The determinants and performance effects of supervisor bias[EB/OL]. http://ssrn.com/abstract=1089077,201091.
[10]Brown M,Hyatt D and Benson J. Consequences of performance appraisal experience[J]. Personnel Review,2010,39(3):375-396.
[11]Curtis A B,Darvey R D and Ravden D. Sources of political distortions in performance appraisals:Appraisal purpose and rater accountability[J]. Group & Organization Management,2005,30(1):42-60.
[12]Daus C S. Rater mood and employee emotional expression in a customer service scenario:Interactions and implications for performance review outcomes[J]. Journal of Quality Management,2001,6(3):349-370.
[13]Dhiman A and Singh M. Appraisal politics:Revisiting from assessors perspective[J]. Vikalpa,2007,32(1):75-87.
[14]Dhiman A and Maheshwari S K. Performance appraisal politics from appraisee perspective:A study of antecedents in the Indian context[J]. International Journal of Human Resource Management,2013,24(6):1202-1235.
[15]Drory A and VigodaGadot E. Organizational politics and human resource management:A typology and the Israeli experience[J]. Human Resource Management Review,2010,20(3):194-202.
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[17]Gillian G and Richardson G. Perceptions of tax fairness and tax compliance in Australia and Hong Kong—A preliminary study[J]. Journal of Financial Crime,2005,12(4):331-342.
[18]Griffin B W. Grading leniency,grade discrepancy,and student ratings of instruction[J]. Contemporary Educational Psychology,2004,29(4):410-425.
[19]Grunda C and Przemeck J. Subjective performance appraisal and inequality aversion[J]. Applied Economics, 2012,44(21):2149-2155.
[20]Harris K J,Kacmar K M and Zivnuska S. The impact of political skill on impression management effectiveness[J]. Journal of Applied Psychology,2007,92(1):278-285.
[21]Heneman R L,Ledford Jr G E and Gresham M T. The changing nature of work and its effects on compensation design and delivery[A]. in Rynes R L and Gerhart B(Eds.). Compensation in organizations[C]. San Francisco:JosseyBass Publication ,2000:195-240.
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[23]Khan H M A,Chandio J H and Farooqi M T K. Comparison of performance appraisal system in public and private schools[J]. Pakistan Journal of Commerce and Social Sciences,2014,8(1):272-278.
[24]Knez I and Enmarker I. Effects of office lighting on mood and cognitive performance and a gender effect in workrelated judgment[J]. Environment and Behavior,1998,30(5):553-567.
[25]Kondrasuk J N. The ideal performance appraisal is a format,not a form[J]. Academy of Strategic Management Journal,2012,11(1):115-129.
[26]Korsgaard M A,Meglino B M and Lester S W. The effect of other orientation on selfsupervisor rating agreement[J]. Journal of Organizational Behavior,2004,25(7):873-891.
[27]Langenecker C O and Gioia D A. Confronting the “politics” in performance appraisal[J]. Business Forum,2001,25(3,4):17-23.
[28]Longenecker C O. On the politics of performance appraisal:A qualitative study of executives as raters[J]. Academy of Management Proceedings,1986:260-263.
[29]Longenecker C O,Sims H P and Gioia D A. Behind the mask:The politics of employee appraisal[J]. Academy of Management Executive,1987,3(1):183-193.
[30]Longenecker C O and Gioia D A. Neglected at the top:Executives talk about executive appraisals[J]. Sloan Management Review,1988,29(3):41-47.
[31]Longenecker C O. Truth or consequence politics and performance appraisals[J]. Business Horizen,1989,32(6):76-82.
[32]Longenecker C O and Ludwig D. Ethical dilemmas in performance appraisal revisited[J]. Journal of Business Ethics,1990,12(9):961-969.
[33]Mieroop D V D and Vrolix E. A discourse analytical perspective on the professionalization of the performance appraisal interview[J]. International Journal of Business Communication,2014,51(2):159-18.
[34]Najar M J. Individual differences in leadership derailment[R]. The 19th Annual Conference of the Society for Industrial and Organizational Psychology,Chicago,Illinois,2004.
[35]Poon J M L. Situational antecedents and outcomes of organizational politics perceptions[J].Journal of Managerial Psychology,2003,18(2):138-155.
[36]Poon J M L and Malaysia B. Effects of performance appraisal politics on job satisfaction and turnover intention[J]. Personnel Review,2004,33(3):322-334.
[37]Selvarajan T T and Cloninger P A. The influence of job performance outcomes on ethical assessments[J]. Personnel Review,2009,38(4):398-412.
[38]Selvarajan T T and Cloninger P A. Can performance appraisals motivate employees to improve performance? A Mexican study[J]. International Journal of Human Resource Management,2012,23(15):3063-3084.
[39]Sogra K J,Shahid A I and Najihullah S. Organizational outcomes of the employees perceptions of performance appraisal politics:A study on executive MBA students in Bangladesh[J]. South Asian Journal of Management,2009,16(3):44-60.
[40]Tuytens M and Devos G. The effect of procedural justice in the relationship between charismatic leadership and feedback reactions in performance appraisal[J]. International Journal of Human Resource Management,2012,23(15):3047-3062.
[41]Tziner A,Latbam G P,Price B S and Haccoun R. Development and validation of a questionnaire for measuring perceived political considerations in performance appraisal[J]. Journal of Organizational Behavior,1996,17(2):179-190.
[42]Tziner A. The relationship of distal and proximal factors and the use of political consideration in performance appraisal[J]. Journal of Business and Psychology,1999,11(1):217-231.
[43]陈云云,张一弛. 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,2008,20(9):39-47.
[44]高婧,杨乃定,祝志明. 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,2008,5(1):128-137.
[45]石冠峰,徐兵. 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,2014,445(4):141-147.
[46]阎波,吴建南. 问责、组织政治知觉与印象管理:目标责任考核情境下的实证研究[J]. 管理评论,2013,25(11):74-84.
[47]曾贱吉,胡培,蒋玉石. 企业员工组织信任影响因素的实证研究[J]. 技术经济与管理研究,2011,(8):66-69.
[48]赵君,廖建桥,张永军. 绩效考核对员工反伦理行为的影响:研究综述与未来展望[J]. 管理评论,2011,23(11):102-109.
[49]赵书松. 绩效考核政治性对个体知识共享行为影响的实证研究[J]. 南开管理评论,2012,15(3):150-160.
[50]周浩,龙立荣. 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,2005,13(6):806-813.
[2]Antonioni D and Park H. The relationship between rater affect and three sources of 360degree feedback ratings[J]. Journal of Management,2001,279(4):479-495.
[3]Arshad M A ,Masood M T and Amin G. Effects of performance appraisal politics on job satisfaction,turnover intention and loyalty to supervisor study with reference to the telecom organizations of Pakistan[J]. International Review of Management and Business Research,2013,2(3):653-673.
[4]Aryee S,Chen Z X and Budhwar P S.Exchange fairness and employee performance:An examination of the relationship between organizational politics and procedural justice[J]. Organizational Behavior and Human Decision Processes,2004,94(1):1-14.
[5]Beemon D R and Sharkey T W. The use and abuse of corporate politics[J]. Business Horizons,1987,30(2):26-30.
[6]Bernardin H J and Beatty R W. Performance appraisal:Assessing human behavior at work[M]. Boston:Kent,1984.
[7]Bernardin H J and Villanova P. Performance appraisal[A]. in Locke E A(Ed.). Generalizing form laboratory to field setting[C]. Lexington MA:D.C. Health,1986:43-62.
[8]Bernardin H J,Cooke D K and Villanova P. Conscientiousness and agreeableness as predictors of rating leniency[J]. Journal of Applied Psychology,2000,85(2):232-236.
[9]Bol J C. The determinants and performance effects of supervisor bias[EB/OL]. http://ssrn.com/abstract=1089077,201091.
[10]Brown M,Hyatt D and Benson J. Consequences of performance appraisal experience[J]. Personnel Review,2010,39(3):375-396.
[11]Curtis A B,Darvey R D and Ravden D. Sources of political distortions in performance appraisals:Appraisal purpose and rater accountability[J]. Group & Organization Management,2005,30(1):42-60.
[12]Daus C S. Rater mood and employee emotional expression in a customer service scenario:Interactions and implications for performance review outcomes[J]. Journal of Quality Management,2001,6(3):349-370.
[13]Dhiman A and Singh M. Appraisal politics:Revisiting from assessors perspective[J]. Vikalpa,2007,32(1):75-87.
[14]Dhiman A and Maheshwari S K. Performance appraisal politics from appraisee perspective:A study of antecedents in the Indian context[J]. International Journal of Human Resource Management,2013,24(6):1202-1235.
[15]Drory A and VigodaGadot E. Organizational politics and human resource management:A typology and the Israeli experience[J]. Human Resource Management Review,2010,20(3):194-202.
[16]Ferris G R and King T R. The politics of age discrimination in organizations[J] . Journal of Business Ethics,1991,11(5,6):341-351.
[17]Gillian G and Richardson G. Perceptions of tax fairness and tax compliance in Australia and Hong Kong—A preliminary study[J]. Journal of Financial Crime,2005,12(4):331-342.
[18]Griffin B W. Grading leniency,grade discrepancy,and student ratings of instruction[J]. Contemporary Educational Psychology,2004,29(4):410-425.
[19]Grunda C and Przemeck J. Subjective performance appraisal and inequality aversion[J]. Applied Economics, 2012,44(21):2149-2155.
[20]Harris K J,Kacmar K M and Zivnuska S. The impact of political skill on impression management effectiveness[J]. Journal of Applied Psychology,2007,92(1):278-285.
[21]Heneman R L,Ledford Jr G E and Gresham M T. The changing nature of work and its effects on compensation design and delivery[A]. in Rynes R L and Gerhart B(Eds.). Compensation in organizations[C]. San Francisco:JosseyBass Publication ,2000:195-240.
[22]Karppinen V. The role of organizational politics in performance appraisal process[EB/OL]. http://www.palkitseminen.tkk.fi/pdf_kansio/RMC2007_Extended%20abstract_Virpi%20Karppinen.pdf,2008112.
[23]Khan H M A,Chandio J H and Farooqi M T K. Comparison of performance appraisal system in public and private schools[J]. Pakistan Journal of Commerce and Social Sciences,2014,8(1):272-278.
[24]Knez I and Enmarker I. Effects of office lighting on mood and cognitive performance and a gender effect in workrelated judgment[J]. Environment and Behavior,1998,30(5):553-567.
[25]Kondrasuk J N. The ideal performance appraisal is a format,not a form[J]. Academy of Strategic Management Journal,2012,11(1):115-129.
[26]Korsgaard M A,Meglino B M and Lester S W. The effect of other orientation on selfsupervisor rating agreement[J]. Journal of Organizational Behavior,2004,25(7):873-891.
[27]Langenecker C O and Gioia D A. Confronting the “politics” in performance appraisal[J]. Business Forum,2001,25(3,4):17-23.
[28]Longenecker C O. On the politics of performance appraisal:A qualitative study of executives as raters[J]. Academy of Management Proceedings,1986:260-263.
[29]Longenecker C O,Sims H P and Gioia D A. Behind the mask:The politics of employee appraisal[J]. Academy of Management Executive,1987,3(1):183-193.
[30]Longenecker C O and Gioia D A. Neglected at the top:Executives talk about executive appraisals[J]. Sloan Management Review,1988,29(3):41-47.
[31]Longenecker C O. Truth or consequence politics and performance appraisals[J]. Business Horizen,1989,32(6):76-82.
[32]Longenecker C O and Ludwig D. Ethical dilemmas in performance appraisal revisited[J]. Journal of Business Ethics,1990,12(9):961-969.
[33]Mieroop D V D and Vrolix E. A discourse analytical perspective on the professionalization of the performance appraisal interview[J]. International Journal of Business Communication,2014,51(2):159-18.
[34]Najar M J. Individual differences in leadership derailment[R]. The 19th Annual Conference of the Society for Industrial and Organizational Psychology,Chicago,Illinois,2004.
[35]Poon J M L. Situational antecedents and outcomes of organizational politics perceptions[J].Journal of Managerial Psychology,2003,18(2):138-155.
[36]Poon J M L and Malaysia B. Effects of performance appraisal politics on job satisfaction and turnover intention[J]. Personnel Review,2004,33(3):322-334.
[37]Selvarajan T T and Cloninger P A. The influence of job performance outcomes on ethical assessments[J]. Personnel Review,2009,38(4):398-412.
[38]Selvarajan T T and Cloninger P A. Can performance appraisals motivate employees to improve performance? A Mexican study[J]. International Journal of Human Resource Management,2012,23(15):3063-3084.
[39]Sogra K J,Shahid A I and Najihullah S. Organizational outcomes of the employees perceptions of performance appraisal politics:A study on executive MBA students in Bangladesh[J]. South Asian Journal of Management,2009,16(3):44-60.
[40]Tuytens M and Devos G. The effect of procedural justice in the relationship between charismatic leadership and feedback reactions in performance appraisal[J]. International Journal of Human Resource Management,2012,23(15):3047-3062.
[41]Tziner A,Latbam G P,Price B S and Haccoun R. Development and validation of a questionnaire for measuring perceived political considerations in performance appraisal[J]. Journal of Organizational Behavior,1996,17(2):179-190.
[42]Tziner A. The relationship of distal and proximal factors and the use of political consideration in performance appraisal[J]. Journal of Business and Psychology,1999,11(1):217-231.
[43]陈云云,张一弛. 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,2008,20(9):39-47.
[44]高婧,杨乃定,祝志明. 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,2008,5(1):128-137.
[45]石冠峰,徐兵. 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,2014,445(4):141-147.
[46]阎波,吴建南. 问责、组织政治知觉与印象管理:目标责任考核情境下的实证研究[J]. 管理评论,2013,25(11):74-84.
[47]曾贱吉,胡培,蒋玉石. 企业员工组织信任影响因素的实证研究[J]. 技术经济与管理研究,2011,(8):66-69.
[48]赵君,廖建桥,张永军. 绩效考核对员工反伦理行为的影响:研究综述与未来展望[J]. 管理评论,2011,23(11):102-109.
[49]赵书松. 绩效考核政治性对个体知识共享行为影响的实证研究[J]. 南开管理评论,2012,15(3):150-160.
[50]周浩,龙立荣. 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,2005,13(6):806-813.
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汪洪艳, 陈志霞. 绩效考核政治性研究述评[J]. 外国经济与管理, 2015, 37(9): 0.
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