The Research On The Effect Of Performance Appraisal Purpose On Employee Voice Behavior

With the changing market, fierce competition makes enterprises face more complex management and decision-making. The enterprise innovation ability and competition ability has been greatly challenged, let managers suffer unspeakably. Employee spontaneous constructive and innovative voice behavior can effectively improve the state of organization; prevention organizations exist hidden danger, and are the key to promote competition advantage to the organization. However, many employees choose to conceal their true thoughts and opinions because of the impact on the performance appraisal of dissatisfaction, stress and other factors, which would lead to the existence of hidden internal organization cannot be found in time, the staff has recommended that innovative ideas are not been proposed, thereby affecting the development of enterprises. Although the evaluative propose of performance appraisal contribute to organizational performance, but in recent years this type of performance appraisal also exposed many problems. So, What kind of appraisal can better motivate employees to produce voice behavior? Are there any factors affect employee voice behavior? The purpose of this study construction of performance appraisal and employee voice behavior relationship model, explore the influence mechanism of the performance appraisal purpose and employee voice behavior, explore the mediating roles of job satisfaction, challenge-hindrance Stressors and creative self-efficacy, explore the moderating roles of profit-sharing and knowledge sharing.First, this study based on review China and foreign existing literature, according to the social exchange theory, principal-agent theory, Conservation of Resources and other theories, building performance appraisal purposes and employee voice behavior affected models. Combining employees’ empirical research and in-depth interviews, using job satisfaction as a mediating variable and choose profit-sharing sensation as the moderator, using empirical test to analysis the effect of the performance appraisal purpose on employee voice behavior. Research has concluded that the evaluative appraisal and developmental appraisal both positive effect on employees voice behavior. The results show that the development appraisal play more positive impact on employee voice behavior then evaluative appraisal, that means development appraisal has more prompt action on employees’ voice behavior. Job satisfaction plays a mediating role between different purpose performance appraisal and employee voice behavior. Specifically, Job satisfaction take a partial mediating role between the development appraisal and promotive voice behavior; Job satisfaction take a partial mediating role between the development appraisal and prohibitive voice behavior; Job satisfaction take a full mediating role between the evaluative appraisal and promotive voice behavior; Job satisfaction take a full mediating role between the evaluative appraisal and prohibitive voice behavior. Profit sharing sense plays a moderating role between different purpose performance appraisal and employee prohibitive voice behavior; Profit sharing sense has no moderator effect between different purpose performance appraisal and employee promotive voice behavior. The results verify the effects model of performance appraisal purpose on voice behavior which is an extension of previous research.Second, this study examines that challenging-hindrance stressors take the mediating role in the relationship between performance appraisal purpose and employee voice behavior.The research results show that:challenge stressors take a partial mediating role between the development appraisal and promotive voice behavior; challenge stressors take a full mediating role between the evaluative appraisal and promotive voice behavior; challenge stressors take a partial mediating role between the development appraisal and prohibitive voice behavior; challenge stressors take a full mediating role between the evaluative appraisal and prohibitive voice behavior; Hindrance Stressor has no mediate effect between performance appraisal purpose and employee promotive voice behavior. Research shows that performance appraisal purpose by the challenge stressors to drive employee showed more voice behaviors. Third, this research examined the mediating role of creative self-efficacy in the relationship between performance appraisal purpose and employee voice behavior, and knowledge sharing has a moderate effect between performance appraisal purpose and creative self-efficacy. Specifically, creative self-efficacy takes partial mediating roles between different purpose performance appraisal and employee voice behavior. Knowledge sharing takes a moderating role in the relationship between evaluative appraisal and creative self-efficacy. Knowledge sharing has no moderate effects between performance appraisal purpose and creative self-efficacy.Finally, the main conclusions were summarized and discussed. This study aims to reveal the impact of performance appraisal purpose on employee voice behavior, explore effective way to promote employee voice behavior, rich performance appraisal purposes and voice behavior theoretical system, to promote the sustainable development of enterprises, provide a theoretical reference for harmonious labor relations achievement, provide a reference for enterprise management strategic decisions making. At last, the research limitation and future directions were also put forward.