内隐绩效模型对绩效评估一致性的效应分析

本文在以往研究基础上,对评估者的内隐绩效模型进行了理论分析和实证研究。通过对上级、一级评估者的内隐绩效模型和对下级绩效评估的比较研究发现,上下级主估者的内隐绩效模型存在差异,并对绩效评估的一致性有重要的影响作用。本文还对内隐绩效模型的形成进行了探讨。     

绩效模型的最新研究进展

自八十年代后．绩效评估研究的重心已经转向绩效评估的认知过程研究,其中绩效模型研究成为人们普遍关注的一个焦点。从绩效概念和模型的构建看,绩效模型的研究思路与方法,管理决策中绩效模型的影响作用等方面都取得了一些新的成果。     

大五人格与职务绩效的关系

对人事心理学领域里的职务绩效以及用人格来预测职务绩效的研究进行回顾 ,包括 :⑴职务绩效(分为作业绩效和关系绩效 )的定义及其结构 ,⑵大五人格理论及测验 ,⑶关于大五预测职务绩效的研究。通过描述和分析各论题的研究现状及发展趋势 ,为今后从事有关研究提供参考。     

金融服务绩效的消费者认知评估研究

随着我国金融市场环境的迅速开放,商业银行根据金融服务绩效的消费者认知评估模型,全面分析金融服务绩效的心理影响因素,深入了解金融消费者需求、进行服务绩效评估、提升服务绩效水平便具有了重要的理论与现实意义.研究结果表明:大多数商业银行狭义理解了金融服务的内涵,其过于注重企业外貌、营业环境、服务设施等硬件因素,而对于诸如员工素质、办事效率等影响消费者认知评估金融服务绩效的深层次心理因素缺乏有效关注.     

同事评价教师绩效的结构验证性因素分析

考察了教师绩效同事评价结果的因素结构。通过文献回顾、开放式调查、关键事件访谈和理论分析,提出了教师绩效的结构,通过验证性因素分析验证了同事评价教师绩效的结构。发现教师绩效包含6个维度,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动,前3个维度组成关系绩效,其余维度组成任务绩效。关系绩效与任务绩效有较高的相关。     

学生评价教师绩效的结构验证性因素分析

文章采用开放式调查、关键事件访谈、理论分析等方法建构了教师绩效的结构,并通过验证性因索分析验证了学生评价教师绩效的结构包含6个一阶因子,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动,这6个因子组成了2个二阶因子,前3个因子属于关系绩效,后3个因子属于任务绩效。     

非盈利组织的绩效管理—壹基金的绩效评估及启示

非盈利组织似乎不太重视绩效和成果,然而相对企业而言,非盈利组织的绩效和成果其实更加重要,但也更难测评和控制。绩效评估作为绩效管理的一项重要内容,可以说直接关系到绩效管理的成败。因此,本文通过对壹基金这一具有代表性的非营利性组织进行绩效评估的案例分析,并结合管理大师彼得德鲁克和其他学者的对于非营利组织的绩效管理的理论进行分析研究,从而构建非营利组织的绩效评估的框架体系。     

管理培训背景下适应性绩效的结构分析

本研究以适应性绩效理论为基础,在上海、北京、广州、浙江、江苏、重庆等地用问卷调查了十多个企业的管理培训实施情况,得到了334个有效样本。对数据进行探索性因素分析和验证性因素分析后,得到了管理培训背景下的四因素适应性绩效结构模型,四个因素分别被命名为:压力和应急处理、创新解决问题、岗位持续学习以及人际和文化适应。该适应性绩效结构为管理培训评估研究中效标的确定提供了新思路。最后讨论了今后研究需要进一步注意的问题。     

死亡提醒对员工绩效的双刃效应：压力交互理论的视角

职场内外部死亡提醒对员工绩效具有双刃效应已得到诸多研究的支持,但该现象背后的统一理论解释缺乏深入探讨。基于压力交互理论构建的模型指出,死亡提醒通过压力源认知评估与状态死亡意识的链式中介影响员工绩效。具体而言,员工对死亡提醒这一压力源的威胁性评估与挑战性评估分别影响其状态死亡焦虑与状态死亡反思,进而对任务绩效、组织公民行为和反生产行为产生双刃效应。最后,基于模型梳理了个体资源与情境资源等相关边界条件,并提出未来可探析死亡提醒双刃效应的过程机制、边界条件以及组织干预策略。     

管理人员绩效评估的初步探索

本文在回顾了国外绩效评估研究状况的基础上 ,提出应加强管理人员绩效评估的研究。作者在文中提出了一个由任务绩效、管理成效、工作行为三方面构成的管理人员绩效评估思路 ,并通过为某国有商业银行的省级分行领导的绩效评估实践中 (总样本量为 14 ,171) ,初步验证了这一思路     

Construct of job performance: Evidence from Chinese military soldiers

The construct of job performance has been one of the important topics in job performance research. The present study investigated the construct of job performance among Chinese military soldiers using both qualitative and quantitative methods. First, after interviewing 95 officers and soldiers, we categorized and conceptualized eight sets of typical behavioural incidents related to soldiers' job performance, and designed a questionnaire measuring job performance. Then, using a sample of 1402 Chinese soldiers, questionnaire reliability and validity were tested, and then the questionnaire was revised. The construct of job performance was further refined using confirmatory factor analyses and regression analyses using another sample of 1068 soldiers. The results showed that Chinese military soldiers' job performance consisted of two dimensions of task performance and contextual performance. Furthermore, task performance had three subfactors: military training, task accomplishment and work capability, whereas contextual performance encompassed four factors: helping others, love of learning, promoting organizational benefit and self-discipline. Task performance and contextual performance contributed independently to overall job performance.     

The nonlinear effects of conscientiousness on overall job performance and performance dimensions in the Chinese context

The relationship between conscientiousness and job performance has been found to be nonlinear in the West, which challenges conceptually and empirically the traditional assumption of the single linear relationship. In this research, we examined the nonlinear effects of conscientiousness on both overall job performance and performance dimensions (i.e., task performance, adaptive performance and contextual performance) in the Chinese context. The results of our two studies supported some evidence for the nonlinear effect of conscientiousness on overall job performance. In addition, it was found that conscientiousness has different (linear or nonlinear) effects on performance dimensions. These findings suggest that the nonlinear effects of conscientiousness on job performance deserve further investigation, and a distinction should be made with regard to job performance in personnel evaluation. Results are discussed in terms of the significance of considering the nonlinear relationship between conscientiousness and performance criteria.     

工作绩效预测研究述评

文章介绍了国内外有关人格、能力与工作绩效关系研究和工作绩效预测模型研究的最新成果与进展。研究表明,个体的能力、人格等个性特征影响其工作绩效,合适的能力、人格测验能较好的预测其工作绩效,并受到一些中介变量和调节变量的影响。文章提出应从工作绩效结构、预测模型和跨文化研究三个方面加强工作绩效的预测研究     

A review of the worst performance rule: Evidence, theory, and alternative hypotheses

This paper reviews evidence, theory, and alternative hypotheses for the worst performance rule (WPR), which states that on multitrial cognitive tasks, worst performance trials predict general intelligence (g) better than best performance trials. A review of the relevant evidence indicates that the WPR has been found for a variety of participants, tasks, and measures. A review of relevant theories reveals that the WPR appears to be related to cognitive factors (e.g., lapses in working memory) as well as biological factors (e.g., individual differences in neural oscillations). A review of alternative hypotheses shows that the WPR cannot be attributed to statistical or data artifacts such as outliers, unreliable measurement, or variance compression. The preponderance of evidence supports the hypothesis that the WPR holds for cognitive tasks high in g saturation but not for cognitive tasks low in g saturation. The paper ends with a call for research on the causes of the WPR and for research on the correlates of best performance.     

Slow and fast chess performance across three expert levels

ObjectivesSlow and fast thinking are crucial for human decision making in several domains of human activity including sports. These cognitive processes are remarkable in the intellectually demanding sport of chess. Slow and fast thinking underlie chess performance. However, the relative influence of each process has elicited controversial findings. Moreover, individual differences in chess skill are likely to moderate the integration of both processes.DesignThe simultaneous change over six time points in slow and fast chess performance was analyzed with a cross-domain latent curve model (LCM).MethodArchival data from an extensive group of chess players (n = 32,173) were included in these analyses at untitled, intermediate, and advanced levels of expertise. Intercept and slope latent factors of growth were specified and correlated for both processes.ResultsThere were remarkable differences in the change in slow and fast performance regarding the three expert levels, and in the concurrent interrelationship of both processes. The interdependence between both processes was more robust for the advanced than for the untitled and intermediate players.ConclusionsThese findings suggest that a better integration of slow and fast performance is produced at higher levels of expertise.     

On the relation between demographic variables and neuropsychological test performance

This paper reports a study of the relation between demographic variables and neuropsychological test performance in a sample of 141 normal subjects. A preliminary analysis demonstrated the importance of age, educational level, sex, and Verbal IQ for the prediction of neuropsychological test performance. The main study is a detailed analysis of the relation between these four variables and neuropsychological test performance. The results are presented in the form of standardized regression coefficients and are discussed in relation to the problem of predicting expected premorbid performance in neuropsychological tests.