The Influence Of Rater Goal On Ratees’ Performance Appraisal Satisfaction And Contextual Performance

As an important content of human resource management, performance appraisal (PA) has been widely concerned. PA aims to improve employees’ performance, and enhance enterprise performance and competition ability. As the promoter of PA system, raters attract the attention of many researchers, as an important standard to judge if the PA system effective, ratee reactions also get the researchers more and more attention. The raters’ behaviors in PA activities is driven by many factors, different factors make bring different ratee reactions. According to summarizing different rater behaviors, different factors make bring different rater behaviors which influence rates’ performance ratings and reactions. This study ensure there rater goals in PA activities, and aims to examine the influence of different rater goals of PA on employee appraisal reaction.On the basis of social exchange theory, the logic of rater goal and rate reactions about attitude and behavior, this study chooses PA satisfaction as ratees’ attitude reaction, chooses contextual performance as behavior reaction, constructs a model of three variables(including rater goal, PA satisfaction and contextual performance). This study introduces ratee performance level and form of business enterprise as moderating variables to have a further discussion of rater goal and performance appraisal satisfaction. This study conducts a survey using the maturity and new scales for reference with grassroots employees as the research object. Through scientific statistical analysis, the results are showed as following:(1) Harmony goal is positively related to PA satisfaction and job dedication; fairness goal is positively related to PA satisfaction, job dedication and interpersonal facilitation; motivating goal is positively related to PA satisfaction, job dedication and interpersonal facilitation. (2) ratee performance levels moderate the relationship between harmony goal(or motivating goal) and PA satisfaction negatively, oderate the relationship between fairness goal and PA satisfaction positively. (3)PA satisfaction mediates the relationship between rater goal and contextual performance. (4) employees’ satisfaction in state-owned enterprise is higher than employees in non state-owned enterprises.Based on the research conclusions, the management proposals are as follows:In order to make the performance appraisal activities bring about positive effects in enterprise, raters’ behavior should fit with organization context; researchers and practitioners should put their eyes to appraisal reaction to improve appraisal effectiveness; and focus on PA satisfaction about the whole PA activities; with the "harmony goal" and" fairness goal", managers should put their attention to employees with high performance level; PA activities in non-state enterprises should be advocated performance orientation rather than performance.