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论文编号：	7103
作者编号：	1120100802
上传时间：	2014/12/16 11:02:32
中文题目：	员工绩效考评对工作场所同事排斥的影响机制研究
英文题目：	Research on the Mechanism of Employee Performance Appraisal on Workplace Co-worker Ostracism
指导老师：	袁庆宏
中文关键字：	员工绩效考评；组织伦理气氛；工作场所排斥；
英文关键字：	employee performance appraisal; organizational ethical climate; workplace ostracism;
中文摘要：	随着商业竞争的日益激烈，企业面临越来越沉重的生存压力，员工的工作压力也随之增加，各种反生产行为（暴力、攻击、欺负行为）开始频繁的出现在工作场所之中，受到广泛的社会关注，并成为现代组织亟需解决的现实问题之一。这些行为强度大、伤害意图明显，严重危及成员的身心健康和组织的正常运营。然而越来越多的研究表明，一些表现方式相对“温和”的行为也在不断的侵蚀工作环境，却长期以来被人们所忽视（Andersson和Pearson，1999）。工作场所排斥行为是反生产行为中一种相对隐蔽、间接的表现形式。但是它带来的潜在危害却丝毫不亚于直接的、肢体冲突的反生产行为。实际上工作场所排斥行为的意图模糊性、危害巨大性往往使组织成员经受巨大的身体和精神压力，重创个体和组织绩效。同事排斥是工作场所排斥的一个重要分支。在崇尚权威和高权力距离的文化背景中，相对于其他权利不对等（领导排斥）情况下的排斥来说，同事排斥的存在性更为广泛。与同事建立和维持良好的人际关系是多数成员情感和社会需求的必然选择，而与同事之间的隔阂与摩擦，对个体造成的负面影响更为显著。 如同其他行为一样，工作场所同事排斥并不会凭空产生，外界因素的刺激是同事排斥发生的重要原因。作为组织最重要的管理工具之一，员工绩效考评以及基于考评结果的薪酬和职位调整不仅仅是组织的一项技术方法和过程，更是一种社会过程，是组织内部员工之间的利益分配机制，可能会对工作场所同事排斥具有一定推波助澜的作用。 相对于组织成员的无限欲求来说，组织内部的薪酬和职位数量必然是有限的，在资源匮乏的情况下，稀缺资源和利益的分配必定会影响员工与同事的利益分割和互动关系，进而影响员工的态度和行为。中国组织中的员工绩效考评及其结果应用（本文称之为员工绩效考评）深受中国历史文化的熏陶和影响，呈现出不同于西方绩效管理体系的区辨性特征。中国组织中的员工绩效考评在传统绩效管理的基础上，嫁接西方业绩主义的绩效考评，这其中不可避免的存在一些绩效管理配套环节的缺位与错位现象，而这种缺位与错位现象更是加剧了它的负向机能，引发更多的人际负向行为。 那么中国组织中员工绩效考评的区辨特征和历史沿承到底是什么？如何作用于员工的工作场所同事排斥？这其中的作用机制又是什么？组织的文化环境在其中起到什么样的作用？ 为了回答这些问题，本文系统研究了员工绩效考评对员工工作场所同事排斥的影响机制，并在此基础上提出了工作场所人际关系管理的建议。 本文主要研究了四个问题，即员工绩效考评对工作场所同事排斥具有何种影响，员工-员工交换关系与工作场所同事排斥的关系，员工-员工交换关系在员工绩效考评与工作场所同事排斥之间的中介作用，以及上述关系发生的边界条件。基于理论分析和调查数据的模型验证，本文的研究结论和理论贡献可以归结为以下四点： （1）验证了员工绩效考评对工作场所同事排斥的显著正向影响。具体而言，结果为导向的绩效考评、以绩效结果为基础的薪酬和职位调整对工作场所同事排斥都具有显著正向影响，就影响效应而言，结果导向绩效考评的正向影响最大，职位调整次之，绩效薪酬的影响效应最小。 （2）证实了员工绩效考评对员工-员工交换关系显著负向影响。具体而言，结果导向的绩效考评负向影响尊重认同和互惠互利，但是对信息分享的影响效应不显著；绩效薪酬负向影响信息分享和互惠互利，对尊重认同的负向影响不显著；职位调整显著负向影响信息分享、尊重认同和互惠互利。 （3）识别了员工-员工交换关系对工作场所同事排斥的显著负向影响。信息分享、互惠互利、尊重认同与工作场所同事排斥负向相关，回归系数显著。就影响效应来说，尊重认同的负向影响最大，信息分享次之，互惠互利的影响最弱。 （4）构建并证明了员工-员工交换关系在员工绩效考评和工作场所同事排斥之间的中介作用模型。具体而言，信息分享在绩效薪酬、职位调整与工作场所同事排斥之间具有完全中介作用。尊重认同在绩效考评与工作场所同事排斥之间具有完全中介作用，尊重认同在职位调整和工作场所同事排斥之间具有部分中介作用。互惠互利在绩效考评、职位调整和工作场所同事排斥之间具有部分中介作用，在绩效薪酬和工作场所同事排斥之间具有完全中介作用。 （5）探讨了组织伦理气氛对员工-员工交换关系与工作场所同事排斥关系中的调节作用。在本研究中，关怀导向的组织伦理气氛负向调节信息分享和工作场所同事排斥的负向关系。自利导向的组织伦理气氛正向调节信息分享和工作场所同事排斥的负向关系。关怀导向的组织伦理气氛负向调节信尊重认同和工作场所同事排斥的负向关系。自利导向的组织伦理气氛对尊重认同和工作场所同事排斥的正向调节作用不显著。组织伦理气氛对互惠互利和工作场所同事排斥关系的调节作用不显著。 本文的研究结论对组织管理工作场所同事排斥具有一定的启示作用。首先，组织应确保员工的绩效管理实践不仅仅局限在绩效考评、绩效薪酬和绩效为基础的职位调整，而应该认识到绩效管理的系统性和发展性。在实践中完善对员工的绩效反馈和绩效辅导等实践环节，同时重新定位员工的绩效标准设定，确保员工付出和回报的均衡匹配。其次，管理者应该注重识别和引导组织内部成员之间关系的建立和维持，员工之间人际交换关系状态会直接影响员工在工作场所的态度和行为表现。其三，管理者不仅仅应该关注组织内部正式规章制度的设定和维持，建立正式的控制机制，保障员工行为符合伦理和规范要求，同时，还应该倡导和渲染“软”的组织文化氛围，以弥足正式控制的不足。 本文最后归纳和讨论了主要研究结论，并指出研究的不足之处和未来的研究方向。
英文摘要：	With the increasing competition in business, employee's work pressure also increased, counterproductive work behaviors (violence, attack, bullying) were also prevalent in the workplace, and becoming a serious problem to solve for the modern organizations. These behaviors seriously affected the physical and mental health of members ,and also affected the operation of the organization. However, more and more phenomenon indicates that some relatively "moderate" behaviors has been the erosion of the working environment, but has long been overlooked (Andersson and Pearson, 1999). Workplace ostracism was one kind of counterproductive work behavior ,with relatively hidden and indirect form. But it brings no less potential hazard than direct, physical counterproductive behavior. Actually the fuzziness intention of workplace ostracism behavior, brings greater physical and mental pressure to organization members, and also damages organizational performance. As one of the most important management tools, performance appraisal may has certain effects on workplace ostracism. performance appraisal is actualy the mechanism of interest distribution,and given the limited overall interests cannot meet the infinite demand of individuals, so the mode and characteristics of profit distribution will affect the relationship between employees, and also the attitudes and behaviors of employee. China is in a period of economic and social transition, employee performance appraisal practices affected by history and culture, showing a quite different form from western countries. So, what is the historical and cultural heritage of employee performance appraisal practices in our country? How these practices affect workplace ostracism? What is the mechanism of these? To answer these questions, this thesis will research the influence mechanism of performance appraisal practices on workplace ostracism,and put forwards some suggestions for managing workplace ostracism. This thesis mainly studiys four problems, the relationship between employee performance appraisal system and colleague ostracism, the relationship between staff-staff exchange and colleague ostracism; wheher staff-staff exchange have the mediating effect between employee performance appraisal and colleague ostracism, and what are boundary conditions about the relationships? Based on an empirical analysis of the theoretical construction and effective emprical test, this thesis get the following conclusion: (1)employee performance appraisal have significant effects on colleague ostracism. Specifically, results oriented performance appraisal, performance salary and position adjustment has significant positive influence on workplace ostracism, in terms of effect, result oriented performance appraisal has the greatest influence on workplace ostracism, then position adjustment,and performance salary at last. (2) employee performance appraisal significant impacts on staff-staff exchange. Specifically, result oriented performance appraisal has negative impact on respect identity and mutual benefit, but no significant effect on information sharing; Performance salary has a negative influence on information sharing and mutual benefit, has a negative influence on respect identity but not significant; Position adjustment has a significantly negative effect on information sharing, respect identity and mutual benefit. (3) staff - staff exchange has significant negative influence on colleague ostracism in the workplace Information sharing, mutual benefit, respect and identity all have a significant negative effect on workplace ostracism, In terms of effect, respect and identity has the largest negative influence on work ostracism, amd then information sharing, the influence of the mutual benefit is the weakest. (4) staff - staff exchange has a mediating role between employee performance appraisal and colleague ostracism. To be specific, information sharing has a complete mediation effect between performance salary, position adjustment and workplace ostracism. Respect and identity has a complete mediation effect between performance appraisal and colleague ostracism, respect and identity has a partial mediation effect between position adjustment and workplace ostracism, Mutual benefit has a complete mediation effect betweein performance appraisal and workplace ostracism, position adjustment and colleague ostracism,and also has a partial mediation effect between performance salary and colleague ostracism. (5) organizational ethical climate has a moderating effect on the relationship between staff-staff exchange and colleague ostracism. In this study, caring oriented organizational ethical climate has a moderating effect between information sharing and workplace ostracism. Caring oriented organizational ethical climate has a moderating effect between respect and indentity and colleague ostracism. Organizational ethical climate do not have a moderating effect on mutual benefit and colleague ostracism. This thesis has some suggestions for managing colleague ostracism. First of all, organizations must ensure that employees appraisal systems are not limited to performance appraisal, performance salary and position adjustment on the basis of performace, and should also be awareness of the performance feedback and performance counseling practices. Second, managers should pay attention to the relationship between the members of the organization , establishing and maintaining interpersonal exchange relationship between employees will directly affect employee’s attitudes and behavior in the workplace. Finally, the main conclusion were summarized and discussed, and the research limitations and future directions were also put forwarded.
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