摘要在企业知识竞争激烈的经济时代，人力资源工作者如何从企业内部建立知识竞争力是急需要探究重要问题。在对国内外绩效评估公平和知识共享行为理论研究的基础上，本研究以国内企业170名员工为研究对象进行问卷调查，根据企业员工目前在组织中的现状，探讨了企业员工绩效评估公平感和知识共享行为之间的关系以及效果，并研究了绩效改进机会在这两者之间的调节作用。结果表明，员工的绩效评估公平感和绩效改进机会对企业员工知识共享行为呈现正向的预测作用。此外，绩效改进机会能正向调节绩效评估公平和知识共享行为的关系，在高绩效改进机会情境下，绩效评估公平对知识共享行为有正向的预测作用，而在低情境下，绩效评估公平与知识共享行为没有正向的预测作用。最后本文提出了基于研究结果的管理实践启示。63679

毕业论文关键词  绩效评估   公平   知识共享行为   绩效改进机会

Title  The study of the relationship between performance evaluation justice and knowledge sharing behavior                     

Abstract In the competitive enterprise knowledge economy era, human resources workers how to establish knowledge competitiveness from the internal enterprise is an important problem urgently needed to explore. On the basis of theoretical research in performance evaluation justice and knowledge sharing behavior, this study selected domestic companies and the questionnaire survey to 170 employees as the research object.  According to the situation of employees in the organization currently, we discussed the effect and the relationship between performance appraisal fairness and knowledge sharing behavior, and study the  adjustment of performance improvement opportunities between the two .Results show that employees' performance appraisal fairness and performance improvement opportunities for enterprise employees the knowledge sharing behavior are predicted. In addition, the performance improvement opportunities positively adjust the relationship between performance evaluation fairness and knowledge sharing behavior. In high performance improvement opportunities situation, the performance evaluation of a sense of fairness on knowledge sharing behavior has a positive role, and under the low situation, fair performance evaluation and knowledge sharing behavior has no positive prediction function. At the end of the paper, management practice is proposed based on the results of the study.

 Key words:  performance evaluation     justice     knowledge sharing behavior     Performance improvement opportunities

论文网外 文 摘 要

目     次

1引言··1

1.1 研究背景··1

1.2 研究意义··2

1.3 研究方法··2

2 理论回顾·3

2.1 知识共享行为相关理论回顾·3

2.2 绩效评估公平相关理论回顾·5

3 研究假设·6

3.1 绩效评估公平对企业员工知识共享行为的影响6

3.2 绩效改进机会对员工知识共享行为的影响及其调节作用·6

4 研究设计·8

4.1 数据样本和变量测量·8

4.2 信度检验·10

4.3 描述性统计··10

5 实证研究结果··11

6 研究结论15

致谢17

参考文献··18

附录A·20

图 表 清 单

图3-1 研究模型8

图5-1 绩效改进机会对绩效评估公平与知识共享行为的调节作·14