特质情感对绩效评估程序公正感的作用机制及效应研究

摘要

员工对绩效评估程序公正性的感知是其组织公正感的重要内容,不同特质情感的个体对绩效评估系统会产生不同的主观认知.本文构建了员工特质情感对绩效评估程序公正感的作用机制模型,并通过追踪调查数据对该模型进行检验.结果显示:积极特质情感对绩效评估程序公正感的两个维度(评估系统公正感、评估者公正感)存在显著正向影响,消极特质情感对评估系统公正感、评估者公正感存在显著负向影响;组织政治知觉在特质情感与绩效评估程序公正感两维度之间起中介作用.研究结论从情感视角拓宽了绩效评估程序公正感的前因变量研究领域,相关对策有助于提高受评者的绩效评估公正感.%Employees′ procedural justice perception in performance appraisals is an important part of organizational justice, and individuals with different trait affects will have different subjective perceptions of performance appraisal system.This paper constructs the effect mechanism model of employees′ trait affect on procedural justice perception in performance appraisals, and tests the model by the following-up data.The results show that ratee′s positive trait affect has a significant positive effect on the two dimensions of procedural justice perception in performance appraisals (justice perception of system, justice perception of raters), and negative trait affect has a significant negative effect on the justice perception of the system and raters;perception of organizational politics mediates the relationship between trait affect and justice perception of system and raters.In conclusion, the findings of this research broaden the research field of antecedents of procedural justice perception in performance appraisals from the perspective of affect, and related countermeasures put forward will help managers improve the ratee′s procedural justice perception in performance appraisals.