Study On The Relationship Between Performance Appraisal Politics And Constructive Deviant Behaviors:The Moderating Role Of Employee Traditionality

Performance appraisal is an important content of human resource management, we have learned that, when the performance appraisal comes out to enterprises, the managers and staffs may produce some bad emotions, such as panic, anxiety, frustration. Because in the process of performance appraisal, the result of performance appraisal can not reflect the real performance of employees with the existence of politics. However, whether will the employee deviant behavior have a negative impact to organizations or individuals caused by the operation of the politics? Studies have shown that with the political operations in performance appraisal, employees may be to violate the rules of the organizations under the prosocial motivation and then show the constructive deviant behaviors. The positive behaviors of employees have caused different levels of recognition and attention within the academia and society.In this paper, through theoretical research and empirical analysis, and through literature query and reality, this research will put performance appraisal politics as an antecedent variable of constructive deviant behaviors, and introduce employee traditional as a moderator to explore the inner link of performance appraisal politics and constructive deviant behaviors. The results show that the positive performance appraisal politics is significantly positively related to constructive deviant behaviors, and the negative performance appraisal politics is negatively related to the constructive deviant behavior. It is worth mentioning that the employee traditionality only plays a moderating role between the negative performance appraisal politics and constructive deviant behaviors, and the moderating role between positive performance appraisal politics and constructive deviant behaviors does not exist. The possible reasons are: when employees are treated unfairly, originally, the intention of exhibition is not that strong within his or her job duties, no more to mention the constructive deviant behaviors; When a employee gets a higher performance than his or her actual one, the lack of prosocial motivation may be a reason that he or she is not willing to show more behaviors that is out of role.