基于绩效特征的考评方法权变选择__对知识员工的研究

华中科技大学博士学位论文基于绩效特征的考评方法权变选择——对知识员工的研究姓名：张光进申请学位级别：博士专业：企业管理指导教师：廖建桥20080428I“”“”1“”2“”“”4w“”“”“”“”3II456-----III--IVAbstractKnowledgeworkersplayavitalroletogainorganizationalcorecompetitionabilityandpushsocietysustainabledevelopmentinknowledge-baseeconomytimes.Itisanimportantmissionthathowtomanageandmotivateknowledgeworkerforresearchersandpractitioners.Noevaluating,nomanagement.Appraisingknowledgeworker’sperformancebecomesagreatchallengebecauseknowledgeworkers’workcomplexityandperformancediversity.Beingenlightenedbybothonebasicviewpointthatthekeyofappraisingknowledgeworkers’performanceisgraspingtheirperformancecharacteristicsanditsnatureandcontingencymanagementtheory,thisdissertationcarriedoutatheoreticalandempiricalstudyonmeasuringandidentifyingknowledgeworkers’performancecharacteristics,andthematchrulebetweenperformancecharacteristicsandappraisalmethods.Themainconclusionasfollowed:(1)Definingthe‘knowledgeworkers’shouldconcentrateontwoaspectsofbothworkcontentandworknature,moreover,tojudgeeverykindofoccupationwhetherornotbelongstoknowledgeworkcanprovideanoperationalboundaryforknowledgeworkerscoveringemployeescope.Theno-programmabledegreeandknowledgehardnesswithinworkarethetwoappropriatedimensionsforclassifyingknowledgeworkers.Itiseasiertobeacceptedthatperformanceisanintegrativebodyofworkbehaviorandworkoutcome,however,whenapieceofworkhassomeofcharacters,itisrightthatperformanceemphasizingeitherworkbehaviororworkoutcome.Thetaskperformance-contextperformancemodelisquotedextensivelybyscholars,appraisingcontextperformanceisimportant,however,sinceitsnature,therelativeappraisaleasiness,andChineseculture,andsoon;taskperformanceappraisalistheimportanceinthisdissertation.(2)Therewereafewliteraturesthatconcentrateonstudyingperformancecharacteristicsofknowledgeworkers,basedonreviewingtherelativeliterature,wecanfindthattherewerelittleperformancecharacteristicsifregardingallknowledgeworkersasonecollectivityandnotclassifyingthem,however,ifclassifyingknowledgeworkersVinadvance,theneverytypeofknowledgeworkershasunambiguousperformancecharacteristicswhichembodythe‘explicit’or‘implicit’onsomeperformanceattributes.Summarizingtheexisteddiscussionaboutperformancecharacteristics,aswellasanalyzingtheperformancecharacteristicsneededtobeconsideredwhenanswer4Wquestionsinprocessofdesigningperformanceappraisalmethods,wecanfindthattheseperformancecharacteristicsofeverykindofknowledgeworkersembodythesignificantdifferenceonfiveperformanceattributes,furthercontentanalysisaboutinterviewcasesindicatesthatthefiveperformanceattributestheoreticallyconstructedhasfinereliabilityandvalidity.Thesefiveperformancesattributesarethatwhetherworkbehaviorscanbeevaluatedornot,whetherworkoutcomeisdefiniteornot,whetherworkoutcomeisspecialornot,whetherworkoutcomeisteamorientedornot,whetherperformanceacquiredneedlongtimeornot.Performancecharacteristicsrepresent‘yes’or‘no’ontheseperformanceattributes,namely‘explicit’or‘implicit’embodimentabovementioned.(3)Initialperformancecharacteristicsquestionnairewascompiledonthebasisofstudyingliteratureandprocessinginterviewingcasestext,thefinaleditiononewasformedbypreliminarytest,itemsfilter,formaltest,reliabilityandvaliditytest.Thedataanalysisindicatesthatthesefiveperformanceattributeshaveoutstandingdifferentiatingvalidity,furtherexploringfactoranalysisshowsthattheoneworkbehaviorstobeevaluablecanbedividedintothreedimensionsthatworkbehaviorstobeobservable,workbehaviorstobestandardized,andworkbehaviorstobestructural,theoneworkoutcometobedefinitecanbedividedintothreedimensionsthatworkoutcometobequantitative,workschemetobemature,workenvironmenttobestable,theotherthreeonesthatworkoutcomeisspecial,workoutcomeisteamoriented,andperformanceacquiredneedlongtimeareallsingledimension.Thefinaleditionquestionnaireprovideaoperationaltoolstoidentifyperformancecharacteristics,andthehighandlowgroupingaboutsurveyingvalueofperformanceattributesprovideanobjectivestandardtojudgeperformancecharacteristics,throughdescriptivestatisticsondistributionofknowledgeworkersinvestigatedatdifferentperformancecharacteristics,wecanfindthatthehighandlowgroupingaboutsurveyingvalueofperformanceattributeshasextensivecovering,VIknowledgeworkersindifferentpositionshavedifferentperformancecharacteristics.(4)Astothecriterionforclassifyingperformanceappraisalmethods,besidesappraisalcontent,itisadoptedthatappraiser,appraisingunit,andappraisalcycle,thesecriterionareindependentseparately,multiplecriterionsystemofclassifyingperformanceappraisalmethodsnotonlytobehelpforunderstandingallkindsofappraisalmethods,butalsoofferaseriesofdirectingfactorstomanagerswhoselectanddesignappraisalmethods.Everykindofperformanceappraisalmethodshasnoabsolutesuperiority;contingencymanagementtheorytellsusthattherewerenoperformanceappraisalmethodswhichcanbeapplieduniversally;therewasonlyonewhichisthebestforknowledgeworkerswhitacertainperformancecharacteristics.(5)Inpractice,knowledgeworkersholdlowacceptabilitytocurrentappraisalmethods,andthereweregreatacceptabilitydifferenceamongknowledgework