管理反生产行为:绩效考核是把双刃剑 |
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引用本文: | 张永军.管理反生产行为:绩效考核是把双刃剑[J].企业活力,2012(12). |
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作者姓名: | 张永军 |
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作者单位: | 河南大学工商管理学院,开封,475004 |
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基金项目: | 国家自然科学基金项目“绩效考核与管理伦理的交互作用及影响机制研究”,国家自然科学基金项目“跨边界活动对团队创造力的多层次影响机制研究:分布式领导的视角”,国家自然科学基金项目“团队内非伦理行为社会互动机制研究” |
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摘 要: | 绩效考核对减少和杜绝反生产行为作用明显,但同时也可能导致新的反生产行为。就管理反生产行为而言,绩效考核是把双刃剑。为了有效发挥绩效考核对反生产行为的抑制作用,减少其鼓动作用,管理者应该根据各种反生产行为的特征采取相应的考核措施、构建科学的绩效考核体系,同时还需要塑造积极的伦理氛围。
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关 键 词: | 反生产行为 绩效考核 组织 |
To Management Counter-Productive Work Behavior: Performance Appraisal is a Double-Edged Sword |
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Abstract: | Performance appraisal has an obviously effect on reducing and eliminating counter-productive work behavior,but it could also result in new counter-productive work behaviors.In terms of the management of counter-productive work behavior,performance appraisal is a double-edged sword.In order to increase the limiting effect and decrease the triggering effect of performance appraisal on counter-productive work behavior,managers should adopt performance appraisal tactics corresponding with the characteristics of various counter-productive work behavior,construct a scientific performance appraisal system,and create a positive ethical climate. |
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Keywords: | counter-productive work behavior performance appraisal organization |
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