Research On The Influence Path Of Multievaluation Subjects On Performance Appraisal Effect Of Grassroots Employees

Grass-roots employees are the cornerstone of enterprise development.Performance is the goal pursued by every grassroots staff,and it is also an indispensable driving force for the development of enterprises.In recent years,scholars have improved the performance appraisal effect by optimizing the purpose of the appraisal,improving the appraisal indicators and strengthening the feedback of the appraisal.Although scholars have found many factors affecting the effect of performance appraisal,the research on the influence of psychological impact of the appraisal subjects on the effect of performance appraisal is not in-depth.In fact,achieving good performance appraisal results,not only depends on the individual efforts of grassroots employees,but also depends on the accurate evaluation of the performance appraisal subject.Starting with self-determination theory and equity theory,this paper empirically studies the impacts of different evaluation subjects on the fairness perception of grassroots employees in the process of performance appraisal,which leads to changes in the effect of performance appraisal.Through literature review,this paper reviews the development process,classification and research status of performance appraisal subjects;clarifies the connotation,measurement dimension and influencing factors of appraisal fairness perception and performance appraisal effect;and points out the shortcomings of existing research and the direction of further research in the future.Based on self-determination theory,fairness theory and social comparison theory,combined with previous studies,the relationship among performance appraisal subjects,appraisal fairness perception and appraisal effect is analyzed in detail,and the theoretical model and research hypothesis are put forward.The subjects of this study are the employees at the grassroots level of enterprises.Through interviews and questionnaires,223 valid samples were obtained.The data were analyzed by SPSS25.0 and AMOS24.0.Finally,the hypothesis was tested by structural equation model.The empirical analysis concludes as follows:(1)all dimensions of fairness perception in performance appraisal have a positive impact on the performance appraisal effect of grassroots employees;(2)leadership evaluation has a positive impact on distribution fairness perception and procedural fairness perception;and through distribution fairness and procedural fairness it affects the performance appraisal effect of grass-roots employees;(3)colleague evaluation has a positive impact on all dimensions of fairness perception in performance appraisal,but the same.Event evaluation only affects the performance appraisal effect of grassroots employees through procedural fairness perception;(4)Self-evaluation has a positive impact on distribution fairness perception and procedural fairness perception,but only through procedural fairness perception affects the performance appraisal effect of grass-roots employees.Combined with the research conclusions,this paper discusses how to promote grassroots employees' more fairness perception through evaluation subjcts,and then improves the performance evaluation effect of grassroots employees.