期刊文献+

关系绩效理论对我国政府人力资源绩效评估的有益启示 被引量:1

Helpful Enlightenment of the Relation Results Theory to the Evaluation of the Results of Chinese Governmental Human Resources
在线阅读 免费下载
收藏 分享 导出
摘要 关系绩效理论正式形成于20世纪90年代.从此,人们对整体职务绩效的二维结构和内涵有了更加明晰的认识和理解,也使得绩效评估体制在评估维度、标准、方式等方面的改革和完善找到了一个新的视角.针对我国政府人力资源绩效评估体制的现状,关系绩效理论对我国政府人力资源绩效评估制度的完善具有很大的启示和借鉴作用,对提升我国公务员综合素质,强化政府公共行政的效率,效能、效益、公平、正义、责任都有着良好的促进意义. the theory of relation results came into being in 1990s. Ever since, people have a clearer realization and better understanding of the two-dimension structure and the connotation of the overall results of duties. The evaluation system of results has found a new angle to carry out the reform and improvement of itself from the aspects of evaluation scale, standard and method. In view of the status quo of China's evaluation system of the results of governmental human resources, the theory of relation results plays an important role in and offers a reference to the improvement of such a system. It is of practical significance to the upgrading of the comprehensive qualities of Chinese government office workers, to the improvement of the efficiency of government's public policy-making, effect and benefit, fairness, justice and responsibility.
作者 王巍 WANG Wei(the College of Government Affairs, Zhongshan University, Guangzhou, 510275, China)
出处 《宁夏党校学报》 2004年第5期 44-47,共4页 Journal of Ningxia Communist Party Institute
关键词 关系绩效理论 中国 人力资源 绩效评估体系 工作绩效 relation results work results evaluation of results human resources
  • 相关文献

参考文献4

二级参考文献38

  • 1Bernardin,H. J. ,Hangan,C. M. ,Kane,J. S. & Villanova,P. ,In Performance Appraisal:State of the Art in Practice ,Simither ,J. W. editor ,San Francisco: Jossey-Bass Publishers, 1998. 被引量:1
  • 2Cardy, R. L. , & Dobbins, G. H. , Performance appraisal: Alternative perspectives, Cincinnati, OH: SouthWestern Publishing Co. ,1994. 被引量:1
  • 3Bernardin,H. J. , ‘Behavioral expectation scales versus summated scales:A fairer comparison' ,Journal of Applied Psychology, 1977 (62): 422- 427. 被引量:1
  • 4Landy ,F. J. & Farr ,J. L. , ‘Performance ratings' ,Psychological Bulletin, 1980 (87): 72 - 107. 被引量:1
  • 5Pulakos,E. D. , ‘The development of training programs to increased accuracy in different rating tasks',Organizational Behavior and Human Decision Processes, 1986 (38): 76 - 91. 被引量:1
  • 6De Nisi,A. S. ,Cafferty,T. P. & Meglino ,B. M. , ‘A cognitive view of the performance appraisal process :A model and research propositions' ,Organizational Behavior and Human Performance, 1984 (33): 360- 396. 被引量:1
  • 7Zajonc, R. B. , ‘Feeling and thinking: Perferences need no inferences', American Psychologist, 1980 (35):151-175. 被引量:1
  • 8Wayne, S. J. & Ferris, G. R. , ‘Influence tactics ,affect ,and exchange quality in supervisor- subordinate interactions' ,Journal of Applied Psychology, 1990(75): 487- 499. 被引量:1
  • 9Borman, W. C. , White, L. A. & Dorsey, D. W. , ‘Effects of ratee task performance and interpersonalfactors on supervisor and peer performance ratings' ,Journal of Applied Psycholgoy, 1995 (80): 168- 177. 被引量:1
  • 10Ferris ,G. R. & Judeg, T. A. , ‘Personnel/human resources management: A political influence perspective',Journal of management, 1991 (17): 1 - 42. 被引量:1

共引文献314

同被引文献5

论文智能改写系统
维普数据出版直通车
投稿分析
职称考试

相关作者

内容加载中请稍等...

相关机构

内容加载中请稍等...

相关主题

内容加载中请稍等...

浏览历史

内容加载中请稍等...
;
使用帮助 返回顶部 意见反馈