自我监控、互惠机会与考核目的对绩效评价结果的影响 ——一项准实验研究

绩效考核是人力资源管理的重要工作,考核结果出现偏差是绩效评价常见的问题。从评价者人格特质和考核情境因素入手,分析评价者的心理过程和行为表现,为理解考核结果偏差提供了新的视角。以学生评教准实验模拟绩效评价活动,数据分析表明:评价者自我监控水平、评价者和被评价者之间的互惠机会、评价目的对评价结果有独立的显著影响;自我监控水平和互惠机会、自我监控水平和考核目的、自我监控水平、互惠机会和考核目的对评价结果有交互影响;高自我监控水平的评价者,在有互惠机会和管理性考核时,有更多的高评行为。研究证实了评价者人格特质和考核情境因素对考核结果的主效应和交互效应,对指导绩效考核实践有一定的价值。

Effects of Self-monitoring,Reciprocal Chance and Appraisal Purpose on Performance Evaluation Results:A Auasi Experimental Study

Performance appraisal is an important work in human resource management,and the deviation of the appraisal result is a common problem in performance evaluation.By analyzing the evaluator′s psychological process and behavior from the view of evaluator′s personality traits and contextual factors,this paper provides a new perspective for understanding the deviation of assessment results.This study utilized the students’evaluation of teaching to simulate performance appraisal activities.The data analysis shows that,evaluator′s level of self-monitoring,opportunities for reciprocity between rater and ratee,purpose of evaluation have significant independent effect on appraisal results,self monitoring level and reciprocal chance,self monitoring level and appraisal purpose,self monitoring level,reciprocal chance and appraisal purpose have interactive effects on evaluation results.The raters with high self-monitoring level have more lenient rating behaviors when they have reciprocal chance and administration evaluation purpose.The research confirms that the raters’personality traits and appraisal context have independent and interactive effects on the result of the assessment,which has certain value in guiding practice of performance appraisal.