Research Into The Relations Between Performance Management And Organizational Climate

Organizational climate has been one of the foci of the research on organization since 1960s. Lots of research work has indicated the significant influence of organizational climate on employee's behavior, psychology and finally the organization performance. However, the climate itself is influenced by some other factors such as organizational structure, different types of leadership or management process, etc. This present study is to explore the relation between performance management process and organizational climate. Data were collected from 132 employees from 7 enterprises which respectively belong to private-owned and state-owned entities using an anonymous survey measuring 5 key factors of the performance management process and 5 dimensions of the organizational climate related. Results show that:(1) 5 major factors are included in the organizational climate surveyed: satisfaction, commitment, flexibility, standard and reward(2) High correlation between performance management andsatisfaction is found in each of the two types of the enterprises; no correlation or relatively high negative correlation between performance management and reward is also found.(3) In state-owned enterprises correlation between performance management and commitment and standard is relatively high, while the relation to reward is relatively low.(4) Private-owned enterprises are quite different: each factor of the performance management is negatively correlated with flexibility and reward; no correlation is found between performance management and commitment or standard. On the contrary, in state-owned enterprises positive correlation between performance management and commitment or standard is obvious.(5) The relations between performance management process and organizational climate are analyzed, and the results show that:The implementation of performance management is highly positive correlated with the commitment, satisfaction, and standard, but hardly correlated with these two dimensions: flexibility and reward. It reflects that China is now undergoing the transition from personnel management to human resources management, and the makings of managers are still yet to be enhanced.Relatively, there are also some problems of the performance management in private-owned enterprises. Although performance...