摘要：本文系统地分析了绩效评价的内在驱动机制及其影响效应。验证性因子分析和探索性因子分析验证了学者Latham的开创性结论：有效的绩效评价系统构筑在正规化、目标导向以及组织公平三大基石之上。进一步研究表明，正规化与员工绩效之间存在“倒U型”关系；随着员工人力资本独特性提升，严格的绩效控制会降低工作绩效，而提高公平感知则会显著提升工作绩效，设置有挑战性的绩效目标对工作绩效有正向影响。但是在人力资本独特性低的情形下目标设置的激励效应与员工绩效呈现“S型”关系。本研究揭示，绩效评价应该从注重对员工行为结果的评估转向对员工自主管理能力的评估，从绩效行为管理转向对员工价值观的深层管理。

Abstract: The internal driving mechanism of performance appraisal and its effectiveness is systematically probed into. EFI and CFI analysis verified the groundbreaking conclusion drawn by Latham, namely, an effective performance appraisal system is built on the basis of formalization, goal orientation, and organization equity which function as three landmarks. Further study shows that there is an inverted U-shaped relationship between regularization and employees’ performance. With the uniqueness of human capital rising, a tight control will decrease the performance, while improvement of perceived fairness will dramatically raise it. With strong uniqueness of human capital, the incentive effect of goal setting exert the significantly positive effect on employees’ performance, whereas with weak uniqueness, it is in a typical S-shaped relationship with performance. It is revealed that the focus of performance appraisal should be shifted from the result of behavior to self-management ability and from the performance management to the deep level management of employees’ values.