The Research On The Effect Of Performance Appraisal Purpose On Employees' Proactive Behavior And Innovative Performance

With the advent of economic globalization era, innovation has become the key to enhance core competitiveness and maintain everlasting for enterprises under the new normal. Employee proactive behavior is an important driver of organizational and employee innovative performance, performance appraisal purposes has an important impact on the promotion of employee proactive behavior and improvement of innovative performance. Therefore, to explore the relationship between performance appraisal purposes and employee proactive behavior and innovative performance, study the influence mechanism of performance appraisal purposes on employee proactive behavior and innovative performance have important theoretical value and practical significance.This thesis followed the principles of combining the theoretical research and empirical research, qualitative research and quantitative research, used literature research, in-depth interviews, questionnaires and other research methods, analyzed the existing domestic and foreign relevant theoretical and empirical research systematicUy, refined the literature review and scientific issues, built the research framework among performance appraisal purpose, employee proactive behavior and innovative performance. This thesis obtained following conclusions through theoretical analysis and empirical testing:Firstly, based on the social exchange theory and social cognitive theory, the thesis constructed and tested the theoretical relational model between performance appraisal purposes and employee proactive behavior using the employee psychological ownership and self-efficacy as mediators. The results showed that evaluative performance appraisal and developmental performance appraisal had a significant negative and positive impact on employee proactive behavior respectively, evaluative performance appraisal had a negative regulatory role between developmental performance appraisal and employee proactive behavior. Psychological ownership and self-efficacy had an intermediary role between performance appraisal purposes and employee proactive behavior. At the same time, self-efficacy also mediated the interaction impact of evaluative performance appraisal and developmental performance appraisal on employee proactive behavior.Secondly, using the self-determination theory and emotional cognitive theory, the thesis built the theoretical framework between performance appraisal purposes and employee innovative performance, and investigated the intermediary role of positive-negative emotions and role breadth self-efficacy. The results showed that evaluative performance appraisal and developmental performance appraisal had a significant negative and positive impact on employee innovative performance respectively, evaluative performance appraisal had a negative regulatory role between developmental performance appraisal and employee innovative performance. Positive-negative emotions and self-efficacy had an intermediary role between performance appraisal purposes and employee innovative performanc. The positive emotions had a significant positive impact on employee role breadth self-efficacy.Again, based on positive psychology theory and social information processing theory, the thesis constructed a theoretical framework between employee proactive behavior and innovative performance using employee creativity as a mediator and performance appraisal purposes as a moderator. The results showed that employee proactive behavior had a significant positive effect on innovative performance. Employee creativity had a intermediary role between employee proactive behavior and innovative performance. Performance appraisal purposes had a regulatory role between employee proactive behavior and innovative performance. Employee creativity mediated the moderating effect of performance appraisal purposes.This thesis studies the impact of performance appraisal purposes on employee proactive behavior and innovative performance systematically for the purpose of revealing the association mechanism of performance appraisal purposes to promote employee proactive behavior and improve employee innovative performance. The thesis riches the human resource management theory and practice, provides management decision-making reference for building performance appraisal mechanism within motivating force to stimulate employee innovative enthusiasm and initiative.