Performance Appraisal Impact On Knowledge Workers’Counterproductive Work Behavior

With the development of management theory and the needs of practice, counterproductive work behavior has got more and more attentions in the organizations in foreign counteries, and also achieved fruitful research. With the development of China’s national education and economic development, the proportion of knowledge workers in China is increasing and their importance to the organizations is becoming more and more significant. But the research on the counterproductive behavior is still in its infancy in domestic, especially on the counterproductive behavior of knowledge workers is less. Performance appraisal as an effective tool in the management plays a significant role in promoting the organizational performance. However, performance appraisal is a double-edged sword, and inappropriate use will cause a negative impact on the organization. How to prevent and reduce the knowledge workers’counterproductive behavior and how to properly use the performance appraisal,which are the important subjects of the theory and practice community.On the basis of relevant literatures, through empirical study, the paper tests the relationship between knowledge workers’counterproductive behavior and the purpose of performance appraisal, performance appraisal goal and performance appraisal fair. The conclusions are below.(1) Performance appraisal purposes are correlated to knowledge workers’ counter-productive behavior. And the development of performance appraisal is negatively correlated to Misconduct, Advantage of the loopholes, negative obedience, conservative knowledge and lie in work. And evaluative performance appraisal is highly positive related to each dimension of the knowledge workers’ counter-productive behavior.(2) Performance appraisal goal is negatively correlated to boycott behavior.(3) Fairness perception in performance appraisal is negatively correlated to knowledge workers counter-productive behavior.Procedural fairness and interactional fairness are significantly and negatively correlated to knowledge workers counter-productive behavior, while distributive fairness is only to boycott significantly.The conclusion of this paper has some inspiration for the organizational prevention and management of the knowledge workers counterproductive behavior. Firstly, the organization should distinguish the different counterproductive behavior of the knowledge workers and traditional employees. Secondly, the organization should set the purpose of development performance appraisal when take performance appraisal and minimize evaluative performance appraisal; make sure to maintain the performance appraisal goal setting reasonable and achievable. Make sure to maintain procedural fairness and interactional fairness.The end of the paper concludes with a discussion conclusions, and pointed out the limitations of this study and future research direction of exploration.