[11] 申荷永. 团体动力学的理论与方法[J]. 南京师大学报:社会科学版, 1990(1):101-105.
[12] 弗雷德.鲁森斯[美]. 组织行为学(第11版)[M]. 人民邮电出版社, 2009.
[13] 李武, 席酉民, 成思危. 群体决策过程组织研究述评[J]. 管理科学学报, 2002, 5(2):55-66.
[14] 刘洪, 张龙. 群体沟通意见模式涌现的因素影响分析[J]. 复杂系统与复杂性科学, 2004, 1(4):45-52.
[15] 夏淑梅. 组织中群体冲突的辨析[J]. 华东经济管理, 1994(5).
[16] Kozlowski S W, Chao G T, Morrison R F, et al. Games raters play: politics, strategies, and impression management in performance appraisal[J]. 1998:163-205.
[17] Fleenor J W, Smither J W, Atwater L E, et al. Self–other rating agreement in leadership: A review[J]. Leadership Quarterly, 2010, 21(6):1005-1034.
[18] 马潇潇. 印象管理对组织公民行为和绩效评估的影响研究[D]. 浙江大学理学院 浙江大学, 2007.
[19] Erez A, Lepine J A, Elms H. Effects of rotated leadership and peer evaluation on the functioning and effectiveness of self-managed teams: a quasi-experiment[J]. Personnel Psychology, 2002, 55(4):929–948.
[20] 蔡翔, 史烽. 高校科研团队冲突、行为整合与绩效的关系[J]. 技术经济与管理研究, 2011(12):39-42.
[21] Lepine J A, Piccolo R F, Jackson C L, et al. a meta-analysis of teamwork process: tests of a multidimensional model and relationships with team effectiveness criteria[J]. Personnel Psychology, 2008, 61(2):273-307.
[22] London M, Smither J W. Feedback orientation, feedback culture, and the longitudinal performance management process[J]. Human Resource Management Review, 2002, 12(1):81-100.
[23] Maurer T J, Weiss E M, Barbeite F G. A model of involvement in work-related learning and development activity: the effects of inpidual, situational, motivational, and age variables[J]. Journal of Applied Psychology, 2003, 88(4):707-24.
[24] Dahling J J, Chau S L, O’Malley A. Correlates and consequences of feedback orientation in organizations[J]. Journal of Management, 2012, 38(2):531-546.
[25] 王萍. 地方高等师范院校教学人员绩效考核满意度调查分析[D]. 中国人民大学, 2008.
[26] 李钊, 马凯, 朱海蓉. 高校辅导员绩效考核满意度的调查研究——以陕西师范大学为例[J]. 东南传播, 2014(09):143-145.
[27] 胡玮薇, 叶冬青. 合肥地区高校教师对现行绩效评价满意度分析[J]. 中华疾病控制杂志, 2012, 16(1):64-67.
[28] 李红梅. 江门市镇政府工作人员绩效考核满意度研究[D]. 华南师范大学, 2007.
[29] 李尧. 商业银行员工绩效考核满意度影响因素研究——基于招商银行和广州农商银行的对比分析[D]. 中山大学, 2013.
[30] 朱艳, 罗瑾琏. 绩效评估中如何提高员工满意度——基于对A集团的案例研究[J]. 经济论坛, 2006(5):88-90.
[31] 周莲清, 谌永毅, 沈波涌,等. 临床护士绩效考核满意度现状及影响因素分析[J]. 护理研究, 2013, 27(30):3350-3352.
[32] 王贤初, 郝晓宁, 巫云辉,等. 社区健康服务机构员工对绩效管理的满意度现状研究[J]. 中国全科医学, 2013, 16(16):1841-1843.
[33] Lira M C. Satisfaction With a performance appraisal system in the portuguese public sector: the importance of perceptions of justice and accuracy[J]. Tékhne, 2014, 12:30–37.
[34] Dusterhoff C, Cunningham J B, Macgregor J N. The Effects of performance rating, leader–member exchange, perceived utility, and organizational justice on performance appraisal satisfaction: applying a moral judgment perspective[J]. Journal of Business Ethics, 2014, 119(2):265-273.
[35] Korsgaard M A, Roberson L. Procedural justice in performance evaluation: the role of instrumental and non-instrumental voice in performance appraisal discussions[J]. Journal of Management, 1995, 21(4):657-669.