Research On The Influence Of Performance Appraisal Purpose Orientations On Employees' Knowledge Sharing Behavior

As one of the most important part of human resources management practice,performance appraisal is not only an important basis for the enterprise to formulate salary and distribution resources,but also a tool to organize counseling and improve employee performance.Effective performance evaluation is not only conducive to individual and organizational level of performance improvement,but also help to achieve the organization's strategic objectives.However,from the realistic point of view,the effect of performance appraisal is unsatisfactory.Some organizations have shown dissatisfaction with their existing performance appraisal systems and believe that most performance appraisal systems do not foster organizational development by creating employees' motivation.Similarly,many organizational employees also express dissatisfaction with their existing performance appraisal system.The reason for the dissatisfaction may be that some organizations do not make full use of performance appraisal to make it a management mechanism to motivate employees,but merely use it as a means of managing and controlling employees,that is,used for employee evaluative purpose.And these organizations do not use performance appraisal to enhance the individual ability of employees,ignoring the developmental purpose of performance appraisal,thereby weakening the positive effect of performance appraisal.Therefore,this article considers that it is necessary to conduct an in-depth research on the essential topic of performance appraisal purposes,which is in order to fundamentally improve the effectiveness of performance appraisal.Combined with social exchange theory and goal achievement theory,this study explores the role of performance appraisal purpose orientation,affective commitment and learning goal orientation on employees' knowledge sharing behaviors.Through the questionnaire survey and data analysis of 361 knowledge workers in the enterprise,the following conclusions are drawn:(1)Evaluative performance appraisal has a significant negative impact on employees'knowledge sharing behavior.Developmental performance appraisal has a significant positive impact on employees' knowledge sharing behavior.(2)Evaluative performance appraisal has no significant effect on employees' affective commitment,and developmental performance appraisal has a significant positive impact on employees'affective commitment;(3)Affective commitment only plays a mediating role in the relationship between developmental performance appraisal and employees' knowledge sharing behaviors;(4)Learning goal orientation plays a moderating role in the relationship between developmental performance appraisal and employees' knowledge sharing behavior.That is,high learning goal orientation will enhance the positive impact developmental performance appraisal has on employee's knowledge sharing behavior.Low learning goal orientation will weaken the positive impact developmental performance appraisal has on employee's knowledge sharing behavior.Based on the above conclusions,this paper proposes the following management implications:In the performance management,enterprises not only need to consider the evaluative performance appraisal,but also consider the developmental performance appraisal,pay attention to the improvement of the work skills of employees and the development of future potential,make corresponding training plans and career plans for their staff;enterprises should pay attention to the emotional needs of employees,enterprises can enhance employees'affective commitment not only through the developmental performance appraisal,but also through providing employees with help,employee participation in decision-making and creating favorable working conditions and other supporting activities;enterprises can select and hire highly-learning-oriented employees,and at the same time,train and promote employees' learning goals through training and other measures.