科研管理

科研管理 ›› 2009, Vol. 30 ›› Issue (2): 111-118 .

• 论文 • 上一篇    下一篇

绩效评估公平感与组织承诺的关系研究

张奇1，陈劲2，李小红3   

  1. 1丽水学院，浙江 丽水，323000；
    2浙江大学管理学院，杭州310027；
    3复旦大学国际关系与公共事务学院，上海200433
  • 收稿日期:2008-09-03 修回日期:2009-02-05 出版日期:2009-01-01 发布日期:2009-01-01

A study on the relationship between perception of justice in performance appraisal and organizational commitment

Zhang Qi1, Chen Jin2, Li Xiaohong3   

  1. 1. Lishui University, Lishui 32300, China;
    2. School of Management, Zhejiang University, Hangzhou 310027, China;
    3. School of International Relationships and Public Affairs, Fudan University, Shanghai 200433, China
  • Received:2008-09-03 Revised:2009-02-05 Online:2009-01-01 Published:2009-01-01

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摘要： 本文以浙江省高等院校和科研机构的科研人员为研究对象，通过问卷调查，对科研人员的绩效评估公平感与组织承诺的关系进行统计学意义上的分析。研究结果显示：不同个体特征的科研人员在绩效评估公平感和组织承诺上都存在不同程度的显著差异；浙江省科研人员的绩效评估公平感与情感承诺的相关性较大，与持续承诺和行为承诺的相关性较小；某些个体特征在绩效评估公平感与组织承诺的关系上具有缓冲影响。

关键词: 绩效评估, 公平感, 组织承诺, 科研人员

Abstract: A statistical analysis on the relationships between perception of justice in performance appraisal and organizational commitment of S&T personnel with different personal features in Zhejiang province is conducted based on a questionnaire survey. It is revealed that the individual characteristics of different S&T personnel contribute to the striking difference in their perception of justice in performance appraisal and have more correlative with affective commitment than with continuing and behavioral commitment. The study also shows that some of the individual characteristics have a cushiony effect on the relationships between perception of justice in performance appraisal and organizational commitment.

Key words: performance appraisal, perception of justice, organizational commitment, S&T personnel

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