绩效管理及其对组织公平感的影响研究-基础心理学专业论文.docxVIP

⑩ ⑩ 硕士学位论文 ~t^sTER’S THESIS Abstract Good perfo衄ance is tlle objective of organization．The perfomance of an o唱anization is implemented by the individuals．For the Chinese enteIprises which are competing、Ⅳitll tlIose行om developed countries after China enrolled in WT0， me maIlagement on tlle individllals’perfbHnaIlce cames more realistic significaIlce． While researches on perfb肌觚ce management have been undertaken by mally westem countries，me work of domestic schoIars was limited by the intmduction to the westem rcsearch conclusions aIld theories without 印plication a11d demonstration． How ab．0ut tlle perfomance management dimensionalities of domestic co巾ofations? How me perfonnance management innuence the organizational justice of tlle enlployees?What is the di脏rence between the perfbnnance management of China aJld ot】1er weslem collnmes?Thjs t1】esis们es to approach tlle锄swers to the aboVe questions by conducting a perfomlaIlce mallagemem qucstionnaire 锄d researches on the perfb册ance maIlagement innuence the org趾izational juStice ofthe employees． 一 1’wo metllods of inteⅣiew alld questiorulaire were adopted to conduct the research．There are 3 steps：first，Scheme tlle questionnaire based on the results of the interviews、Ⅳitll tlle domestic HR，which aimed to get a comprehension of t11e domestic perfo珊ance management details．9盯aduates who major in h岫all resource management aIld ll non-professionals were inVited to giVe analysis on me phrase acceptatiOn锄d item dimensionalities of the items．Fina¨y a predictjVe questio衄aire Witll 40 items waS decided．Second，prcdiction，exploratory factor 肌alysis was conducted on me 296 recalled vaIid questiollllaires，from which 7 dimensionalities of perfomlance mallagement were extracted：definition of tlle job objectives；panicipation of t11e indiViduals on the objectiVe items；feedback on me employee perfonnance；support on the employee work；eValuation on t11e employee perfbmallce；perfb咖ance rclated pay；pe渤rnlallce pra融At me s锄