绩效评价、成就目标导向对团队成员工作创新行为的跨层次影响

被引：13

作者：

马君

张昊民

杨涛

机构：

[1] 上海大学管理学院

来源：

管理工程学报 | 2015年 / 29卷 / 03期

关键词：

绩效评价; 成就目标导向; 工作创新行为; 跨层次;

D O I：

10.13587/j.cnki.jieem.2015.03.007

中图分类号：

F272.92 [人事管理];

学科分类号：

1201 ;

摘要：

本文以52个研发团队515名知识员工为研究对象,基于创造力组成理论和特质激活理论,运用线性阶层模型(HLM)动态考察了成就目标导向、绩效评价模式对员工工作创新行为的跨层次影响效应。结果表明,学习目标导向对工作创新行为有正向影响,表现目标导向影响工作创新行为的直接证据不显著;发展型绩效评价模式对工作创新行为有正向影响而评估型有负向影响。进一步调节效应检验揭示,发展型绩效评价增强学习目标导向与工作创新行为之间的正向关系而评估型削弱二者的关系;表现目标导向把组织偏好看作选择有利行为的信息依据,当绩效评价发展取向时表现目标导向与工作创新行为正相关,评估取向时则呈负相关。

引用

页码：62 / 71

页数：10

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