本文選題：上下級關系 + 績效評價源�。� 參考：《預測》2017年01期

【摘要】：在過往文獻中,上下級關系(SSG)對下屬績效的影響研究多采用主管評價的績效數(shù)據(jù),所得結果可能受評價者偏差影響,故本文納入同事評價績效為參照,探討績效評價源對SSG與績效關系的調(diào)節(jié)作用�；�203名員工及其主管和同事構成的研究樣本,采用SEM多群組分析檢驗研究假設。結果顯示:SSG可以預測主管和同事評價的績效;主管評價任務績效受SSG影響的程度顯著高于同事評價;任務不確定性顯著調(diào)節(jié)SSG與同事評價所有績效維度的關系,顯著調(diào)節(jié)SSG與主管評價人際促進的關系,任務不確定性越高,績效評價受到SSG的影響越大;任務不確定性的調(diào)節(jié)效應在主管評價和同事評價的群組間呈現(xiàn)差異,在主管評價群組中的效應明顯小于同事評價群組,說明由SSG帶來的評價者偏差相對穩(wěn)定。
[Abstract]:In the past literature, the effect of superior and subordinate relationship SSGG on subordinates' performance is mostly studied by the performance data of supervisor evaluation, and the results may be influenced by the evaluators' bias, so this paper includes colleagues' performance evaluation as reference. To explore the effect of performance evaluation source on the relationship between SSG and performance. Based on a sample of 203 employees, their supervisors and colleagues, SEM multi-group analysis was used to test the hypotheses. The results showed that: (1) SSG could predict the performance of supervisor and colleague evaluation; (2) task uncertainty significantly regulated the relationship between SSG and all dimensions of peer evaluation, and the degree of impact of SSG on task performance was significantly higher than that of peer evaluation. The higher the task uncertainty, the greater the impact of SSG on performance evaluation, and the difference of the adjustment effect of task uncertainty between supervisor evaluation group and colleague evaluation group. The effect in the supervisor evaluation group is obviously smaller than that in the colleague evaluation group, which indicates that the deviation of the evaluator brought by SSG is relatively stable.
【作者單位】： 上海對外經(jīng)貿(mào)大學工商管理學院;廣發(fā)銀行股份有限公司上海分行;華東師范大學心理與認知科學學院;
【基金】：國家自然科學基金資助項目(71401100) 上海哲學社會科學重大資助項目(2015DFX001)
【分類號】：F272.92
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本文編號：1904088