| Performance appraisal as an important means of human resource management, its purpose has a direct impact on employee satisfaction of evaluation system, which affects employees’ perception on organization and their behaviors. But performance appraisal is a double-edged sword, reasonable utilization can motivate staff work actively, if use undeserved, can make staff produce negative emotions, causing all sorts of damage behavior to organization. Counterproductive work behavior(CWB) is a series of behaviors which deliberately harm the organization or its stakeholders. It has become a common phenomenon in the organization, which caused the dominant or a potential hazard to the organization and its members. However, what is the relationship between the purpose of performance appraisal and employee’s CWB? Will the goal orientations of performance appraisal have different influence on employee’s behavior? How is the internal mechanism? This paper use the purpose of performance evaluation as the core, based on the perspective of perceived organizational support(POS), further discusses the relationship between the purpose of performance appraisal and the CWB. The conclusion of this article not only enriches the relevant research field in theory, and provides certain guide to effectively implement performance appraisal system for the enterprise.In this article gets the following conclusions through empirical study:Firstly, the purpose of performance appraisal is an integration of assessment and developmental purpose in practical application situation of organization. Existing literature discussing the purpose of performance appraisal always divide into two major categories that are evaluative purpose and developmental purpose. Respectively, the paper samples collected for empirical study show that these two aspects as setting standards at the same time when the enterprises make performance appraisal system.Secondly, the direct effect between the purpose of performance appraisal and CWB. Through literature review, this article preliminary estimate high developmental performance appraisal has a negative influence to CWB, while high assessment performance appraisal is positively related with CWB. Clustering analysis carry out the purpose of performance appraisal can form four kinds of purposes. The analysis of variance and correlation coefficient analysis further confirm “point out the right way†type and “work along both lines†type performance appraisal have a negative effect on the CWB, the “let things drift†type and “afterwards†type performance appraisal have a positive influence on CWB.Thirdly, the mediating effect of POS. This part mainly discusses the internal mechanism between high developmental performance appraisal and CWB. First regression analysis show that “point out the right way†type and “work along both lines†type performance appraisal have a positive correlation with POS,POS has a negative correlation with interpersonal pointing and organization pointing of CWB. Then this article tests the mediation function of POS by building structural equation. The results show that POS has a complete mediating effect on the mechanism of “point out the right way†type performance appraisal and CWB, so well as the mechanism of “work along both lines†type performance appraisal and CWB.On the basis of above conclusion, this article analyzes which type performance evaluation has more effect on CWB through advantage comparative analysis. The result finds “point out the right way†type is better in suppressing CWB than “work along both lines†type performance appraisal.Finally based on the research content and conclusions of this paper, the author puts forward the management strategy of CWB, and points out the limitations and future research direction of this article. |
PDF Full Text Request