The Study Of The Correlation Between Goal Orientation Of Performance Appraisal And Job Involvement

The goal orientation in performance appraisal is usually divided into two types: evaluative performance appraisal and developmental performance appraisal.Among them,the developmental orientation is focused on identifying the employees' own strengths and weaknesses,development space and vocational training needs etc.;and the evaluation orientation is more focused on the assessment results as a basis for the salary and promotion of the job.Since both the focus and the goal of these two performance appraisal orientations are different,they may have a potential impact on employees' job involvement.However,what kind of specific impact they can have and what is the mechanism behind this impact? There are no clear answers to these questions.Therefore,on the basis of Person-Environment Fit Theory and social exchange theory,this paper studies the relationship between the goal orientation of performance appraisal and the job involvement of employees through the adjusting effect of personal goal orientation.The contents of the study are mainly carried out through the following two parts.The first part is to draw research hypothesizes by combing the background information,summarizing the historical literature,and deriving theoretically.The second part is to verify hypotheses with data through experimental research methods.The results show that the level of employee involvement under developmental performance appraisal is higher than the level of employee involvement under evaluative performance appraisal.Second,regardless of whether it is a development or evaluation-oriented performance appraisal system,learning individuals can positively face the assessment and positively regulate employee involvement.Similar to learning individuals,proving individuals can also positively modulate the work involvement of employees under different performance appraisal systems.The avoiding individual,on the contrary,under the assessment of development performance,has played a negative regulatory role in the work involved.The data under the appraisal-type performance appraisal is not significant enough,so relevant conclusions cannot be drawn for hypothesis H4 b.According to the conclusions of this research,it can provide certain theoretical and data support for enterprises to formulate assessment guidelines and reward and punishment systems.For example,employees' job involvement should be taken into consideration to avoid the “one size fits all” problem,and the assessment of employees in different positions should appropriately consider the nature of work and specific needs.In addition,reasonable supports should be given to avoiding type employees.This article has some innovations no matter in terms of theory or research methodology.This article has carried on the experimental research to the relationship between the performance appraisal goal orientation and the employee job involvement,filling in the blank in this field,supplementing the experimental research data,enriching the related field research.From the point of view of research methodology,this article adopts experimental research methods,which can control the experimental environment according to authors own wishes,manipulate the independent variables,and observe the experimental results.Through the use of experimental research methods,one can make up for the lack of domestic experimental research,and also make the research theory more reliable.