The Performance Appraisal Purpose Orientation and Employee Involvement: Analysis of the Intermediary Role of Intrinsic Motivation

Abstract

Abstract:

The performance appraisal purpose orientation is not only the key of organizational performance appraisal process implementing successfully, but also the important influence factor of employees' attitudes and behavior. Currently, there is few systematic researches on the effect relationship between performance appraisal purpose orientation and employee involvement. Through the empirical research methods such as survey and data analysis, this paper analyzes data from 421 employees, and explores the effect relationship and mechanism between performance appraisal purpose orientation and employee involvement. The results show that the evaluative performance appraisal has a significant negative impact on employee involvement and intrinsic motivation, the developmental performance appraisal has a significant positive impact on employee involvement and intrinsic motivation. Intrinsic motivation plays a partial intermediary role between performance appraisal purpose orientation and employee involvement. Autonomy orientation does not have a moderating effect between performance appraisal purposes orientation and intrinsic motivation.

Key words: performance appraisal purpose orientation, intrinsic motivation, employee involvement, autonomy orientation

Hu Bei, Qiu Min. The Performance Appraisal Purpose Orientation and Employee Involvement: Analysis of the Intermediary Role of Intrinsic Motivation[J]. , 2016, 28(5): 150-160.

References

[1] Kanungo R. N. Measurement of Job and Work Involvement[J]. Journal of Applied Psychology, 1982,67(3):341-349
[2] Lauver K. J., Kristof-Brown A. Distinguishing between Employees' Perceptions of Person-Job and Person-Organization Fit[J]. Journal of Vocational Behavior, 2001,59(3):454-470
[3] Diefendorff J. M., Brown D. J., Kamin A. M., et al. Examining the Roles of Job Involvement and Work Centrality in Predicting Organizational Citizenship Behaviors and Job Performance[J]. Joumal of Organizational Behavior, 2002,23(1):93-108
[4] 时雨,方来坛,时勘.工作卷入研究的新趋势[J]. 心理科学, 2009,32(1):158-160
[5] Brown S. P. A Meta-analysis and Review of Organizational Research on Job Involvement[J]. Psychological Bulletin, 1996,120(2):235-255
[6] Boxall P., Purcell J. Strategy and Human Resource Management[M]. New York: Palgrave Macmillan, 2003
[7] Meyer H. H., Kay E., French J. P. Jr. Split Roles in Performance Appraisal[J]. Harvard Business Review, 1965,43(1):123-129
[8] 闫威,邓鸿.内在激励对企业外在激励供给策略的影响研究[J]. 管理评论, 2011,23(5):89-95
[9] Chiang F. F. T., Birtch T. A. Appraising Performance across Borders: An Empirical Examination of the Purposes and Practices of Performance Appraisal in a Multi-Country Contex[J]. Journal of Management Studies, 2010,47(7):1365-1393
[10] Cleveland J. N., Murphy K. R., Williams R. E. Multiple Uses of Performance Appraisal: Prevalence and Correlates[J]. Journal of Applied Psychology, 1989,74(1):130-135
[11] Kuvaas B. Different Relationships between Perceptions of Developmental Performance Appraisal and Work Performance[J]. Personnel Review, 2007,36(3):378-397
[12] George J. M., Jones G. R. Understanding and Managing Organizational Behavior (Second Edition)[M]. New York: Addisonwisley Publishing Company, 1999
[13] Collins C. J., Smith K. G. Knowledge Exchange and Combination: The Role of Human Resource Practices in the Performance of High-technology Firms[J]. Academy of Management Journal, 2006,49(3):544-560
[14] Chen T., Wu P., Leung K. Individual Performance Appraisal and Appraisee Reactions to Workgroups: The Mediating Role of Goal Interdependence and the Moderating Role of Procedural Justice[J]. Personnel Review, 2011,40(1):87-105
[15] 文鹏,廖建桥.不同类型绩效考核对员工考核反应的差异性影响——考核目的视角下的研究[J]. 南开管理评论, 2010, 13(2):142-150
[16] 尹润锋.绩效考核目标取向对员工创新行为的影响研究: 创新氛围的中介作用[J]. 科技管理研究, 2012,(1):126-130
[17] Park R., Appelbaum E., Kruse D. Employee Involvement and Group Incentives in Manufacturing Companies: A Multi-level Analysis[J]. Human Resource Management Journal, 2010,20(3):227-243
[18] Lodahl T. M., Kejner M. The Definition and Measurement of Job Involvement[J]. Journal of Applied Psychology, 1965,49(1): 24-33
[19] Lawler E. E. High-involvement Management[M]. San Francisco, CA: Jossey-Bass, 1986
[20] Lawler E. E. Choosing an in Involvement Strategy[J]. Academy of Management Executive, 1988,2(3):197-204
[21] Eisenberger R., Armeli S., Rexwinkel B., et al. Reciprocation of Perceived Organizational Support[J]. Journal of Applied Psychology, 2001,86(1):42-51
[22] Brown M., Lori A., John S., et al. The Determinants of Employee-Involvement Schemes: Private Sector Australian Evidence[J]. Economic and Industrial Democracy, 2007,28(2):259-291
[23] 周文霞,李博.组织职业生涯管理与工作卷入关系的研究[J]. 南开管理评论, 2006,9(2):69-77
[24] Dirks K. T., Cummings L. L., Pierce J. L. Psychological Ownership in Organizations: Conditions under which Individuals Promote and Resist Change[J]. Research in Organizational Change and Development, 1996,9(6):1-23
[25] Takeuchi R., Lepak, D. P., Wang H., et al. An Empirical Examination of the Mechanisms Mediating between High-performance Work Systems and the Performance of Japanese Organizations[J]. Journal of Applied Psychology, 2007,92(4):1069-1083
[26] Deci E. L. Effects of Externally Mediated Rewards on Intrinsic Motivation[J]. Journal of Personality and Social Psychology, 1971,18(1):105-115
[27] Hackman J. R., Oldham G. R. Work Redesign[M]. Reading, MA: Addison-Wesley, 1980
[28] Deci E. L., Ryan R. M. Intrinsic Motivation and Self-determination in Human Behavior[M]. New York: Plenum, 1985
[29] 孙晓敏,车宏生.如何设计令员工感兴趣的工作——工作特征模型在员工激励中的应用[J]. 中国人力资源开发, 2008, (3):37-41
[30] 张燕楠.劳动与组织内在激励效应[J]. 金融经济, 2008,(12):84-85
[31] 金辉,吴洁,尹洁.内生和外生视角下组织激励问题的研究综述及展望[J]. 江苏科技大学学报: 社会科学版, 2011,11(3):93-101
[32] Fried Y., Ferris G. R. The Validity of the Job Characteristics Model: A Review and a Meta-analysis[J]. Personnel Psychology, 1987,40(2):287-322
[33] Ganesan S., Weitz B. A. The Impact of Staffing Policies on Retail Buyer Job Attitudes and Behavior[J]. Journal of Retailing, 1996,72(1):31-56
[34] Ryan R. M., Deci E. L. Self-determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-being[J]. American Psychologist, 2000,55(1):68-78
[35] Kuvaas B. Performance Appraisal Satisfaction and Employee Outcomes: Mediating and Moderating Roles of Work Motivation[J]. The International Journal of Human Resource Management, 2006,17(3):504-522
[36] Deci E. L., Connell J. P., Ryan R. M. Self-determination in a Work Organization[J]. Journal of Applied Psychology, 1989,74(4):580-590
[37] Buckley R., Caple J. The Theory and Practice of Training[M]. London: Kogan Page, 2004
[38] Sheldon K. M., Elliot A. J., Kim Y., et al. What is Satisfying by Satisfying Events? Testing 10 Candidate Psychological Needs[J]. Journal of Personality and Social Psychology, 2001,80(2):325-339
[39] Lee F. K., Sheldon K. M., Turban D. B. Personality and the Goal-striving Process: The Influence of Achievement Goal Patterns, Goal Level, and Mental Focus on Performance and Enjoyment[J]. Journal of Applied Psychology, 2003,88(2):256-265
[40] Steers R. M., Braunstein D. N. A Behaviorally-based Measure of Manifest Needs in Work Settings[J]. Journal of Vocational Behavior, 1976,9(2):251-266
[41] Fletcher C. Appraisal: An Individual Psychological Analysis[C]. Psychological Management of Individual Performance, 2002
[42] Boswell W. R., Boudreau J. W. Employee Satisfaction with Performance Appraisals and Appraisals and Appraisers: The Role of Perceived Appraisal Use[J]. Human Resource Development Quarterly, 2000,11(3):283-299
[43] Cameron J., Pierce W. D. Reinforcement, Reward, and Intrinsic Motivation: A Metaanalysis[J]. Review of Educational Research, 1994,64(3):363-423
[44] Martinsen Ø. L. The Creative Personality: A Synthesis and Development of the Creative Person Profile[C]. 112th Meeting for the American Psychological Society, Honolulu, HI, 2004
[45] Hair, Anderson, Tatham, et al. Multivariate Data Analysis[M]. London: Prentice Hall, 1998
[46] 张勉,李海,魏钧,等.交叉影响还是直接影响? 工作-家庭冲突的影响机制[J]. 心理学报, 2011,43(5):573-588
[47] Baron R. M., Kenny D. A. The Moderator-mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations[J]. Journal of Personality and Social Psychology, 1986,51(6):1173-1182
[48] Aiken L. S., West S. G. Multiple Regression: Testing and Interpreting Interactions[M]. New York: Sage Publications, 1991
[49] Porter L. W., Lawler E. E. Managerial Attitudes and Performance[M]. Homewood, IL: Irwin-Dorsey, 1968
[50] Dobbins G. H., Cardy R. L., Truxillo D. M. Effects of Rate Sex and Purpose of Appraisal on the Accuracy of Performance Evaluations Basic and Applied Social Psychology[J]. Basic and Applied Social Psychology, 1986,7(3):225-241
[51] 李晔,龙立荣.工作卷入研究综述[J]. 社会心理研究, 1999,(4):57-63
[52] 周怡焕.员工援助计划对工作压力与工作卷入的作用机制研究[D]. 浙江大学硕士学位论文, 2011