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工作绩效的四因素结构模型 被引量:47

Four-Factor Modle of Job Performance
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摘要 本研究以企业中层管理人员为对象,通过构建工作绩效评定量表,对工作绩效的结构进行了探讨.探索性因素分析表明,工作绩效在结构上可以区分为四个因素:任务绩效、人际绩效、适应绩效和努力绩效;相关分析和多元回归分析表明,构建的量表具有良好的信度和效度.重新采集样本后,经验证性因素分析,发现四因素结构模型有最佳的拟合,从而确认了工作绩效的四因素结构模型. The purpose of the present research is to explore and confirm the taxonomy of job performance. Two studies were conducted to address this issue. In Study 1, a Rating Scale for Job Performance was developed, and exploratory factor analysis (n = 145) yielded a four-factor solution, named Task, Interpersonal, Adaptive and Dedicative Performance (the four factors' Alphas were all above. 91, and multiple linear regression's R = .86). Study 2 compared the four-factor model with the other four models derived from W.C. Borman & S.J. Motowidlo (1993), B. Allworth & E. Hesketh (1997), etc. Confirmatory factor analysis (n = 327) indicated a best fit for the four-factor-model (GFI = .95; AGFI = .90; NNFI = .98; CFI = .99; IFI = .99; RMSEA = .078). Results and implications for the taxonomy of job performance were also discussed.
作者 温志毅 Wen-Zhiyi (Department of Psychology, Capital Normal University, Beijing, 100089 Personnel Testing Authorities of Ministry of Personnel, PRC., Beijing, 100011)
出处 《首都师范大学学报:社会科学版》 北大核心 2005年第5期 105-111,共7页 Journal of Capital Normal University(Social Science Edition)
关键词 工作绩效 任务绩效 人际绩效 适应绩效 努力绩效 Job Performance, Task Performance, Interpersonal Performance, Adaptive Performance, Dedicative Performance
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  • 1Campbell, J. P, Modeling the performance prediction problem in industrial and organizational psychology[A]. M.D. Dunnette & L.M. Hough (Eds.). Handbook of industrial and organizational psychology (Vol. 1, 2nd ed.)[C]. Palo Alto, CA: Consulting Psychologists Press, 1990. 被引量:1
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