关系实践对员工绩效改进动机的影响研究

绩效考核的重要目的之一是促进员工能够对现有工作中存在的不足进行改进。本文基于中国“关系”文化的视角，分析了组织内部关系实践、考核标准可衡量性、绩效考核公平感和绩效改进动机之间的关系。基于511份问卷调查数据，结果表明，组织内员工感知到的关系实践越强，绩效改进动机越弱，绩效考核公平感在这两者之间起完全中介作用；考核标准可衡量性越强，则员工绩效改进动机越强，绩效考核公平感在这两者之间起部分中介作用；同时，关系实践和考核标准可衡量性之间存在交互作用，组织内部关系实践会削弱考核标准可衡量性对绩效改进动机的正向作用；较高的考核标准可衡量性也可以抑制关系实践对绩效改进动机的不良影响。

A research on the effects of guanxi practices on employees’ motivation to improve performance

The important purpose of performance appraisal is to encourage employees to make performance progress. This paper analyzes the relationships among guanxi practices within organization, measurability of appraisal criteria, appraisal fairness, and the employees’ motivation to improve performance in the context of Chinese “guanxi” culture. Based on 511 data of questionnaire，the results show that employees’ perception of guanxi practices has the negative effects on the employees’ motivation to improve performance, and appraisal fairness acts as a complete mediator between guanxi practices and motivation to improve. The measurability of appraisal criteria has positive effects on the employees’ motivation to improve performance, and appraisal fairness acts as a partial mediator between measurability of appraisal criteria and employees’ motivation to improve performance. Guanxi practices and measurability of appraisal criteria has interactive effect on employees’ motivation to improve performance, and guanxi practices negatively moderates the relationship between measurability of appraisal criteria and employees’ motivation to improve performance.