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本文采用权变的视角,构建了员工考核方法、组织结构与组织绩效间的关系模型,探讨了组织结构中的标准化与分权化对员工考核方法与组织绩效关系的调节效果。通过478家企业的调研及回归分析发现,特质类考核方法和行为类考核方法会对组织绩效产生直接影响,而结果类考核方法对组织绩效的影响未达到显著水平。通过加入调节变量组织结构后发现,标准化程度在行为类考核方法与组织绩效的关系中会起到正向的调节作用,而分权化在特质类考核方法与组织绩效的关系中则起到负向的调节作用。
This paper adopts a contingency perspective to construct a relationship model between employee assessment methods, organizational structure and organizational performance, and discusses the effect of standardization and decentralization on the relationship between employee assessment methods and organizational performance. Through the research and regression analysis of 478 companies, it was found that the trait-specific assessment methods and behavior-based assessment methods have a direct impact on organizational performance, and the impact of results-based assessment methods on organizational performance does not reach a significant level. After adding the regulatory variables to the organizational structure, it was found that the degree of standardization will play a positive role in regulating the relationship between behavioral assessment methods and organizational performance, while decentralization will play a negative role in the relationship between trait-based assessment methods and organizational performance. The regulating effect.