个体工作绩效研究进展

工作绩效成为工业组织心理学的核心概念已有百年的历史，近年来又成为研究的热点。在工作绩效的内涵上，学者们已从关注行为的结果，逐步转向关注个体可控的、与组织目标实现有关的、动态的工作行为。随着八因素模型、二因素模型和三因素模型的提出，人们对工作绩效的认识也得到不断的深化；特别是适应绩效的提出，使得工作绩效的范畴得以进一步扩展。随着国外关于工作绩效结构研究的兴起，我国学者围绕传统的工作绩效框架、扩展后的工作绩效框架、工作绩效下位结构以及传统考核框架等也开展了一系列的研究。然而，在工作绩效领域中，还有如多问题，如行为标准的确定、现实组织中工作绩效结构的划分标准、工作绩效结构的整合、工作绩效结构的文化差异等，有待于进一步的研究和澄清。

Progress in the Research of Individual Job Performance

Job performance has been of core concept in Industrial/Organizational （I/O） Psychology for more than a hundred years, and the research on job performance has become hot again in recent years. In the domain of job performance, scholars were more and more focusing on individual＇s work behavior which is controllable, dynamic, related to organizational goal accomplishment. With the eight-factor model, two factors model and the three-factor model proposed, the understanding on job performance has been deepened. Especially with the introduction of the adaptive performance, the scope of job performance has been further expanded. Chinese scholars also conducted a series of research on the traditional framework of job performance, the expanded framework of job performance, secondary structure of job performance, and traditional framework of performance appraisal in China. This article also point out that there are some problems should be investigated thoroughly： the criteria of work behaviors, the distinguish between each factor of job performance in actual organization, the integrated structure of job performance, and the structural differences of job performance associated with cultural differences.