任务绩效与情境绩效二因素绩效模型的验证

中国管理科学 ›› 2003, Vol. ›› Issue (4): 79-84.

任务绩效与情境绩效二因素绩效模型的验证

王辉¹, 李晓轩², 罗胜强³

1. 北京大学光华管理学院北京 100871;
2. 中国科学院科技政策与管理科学研究所北京 100080;
3. 香港科技大学组织管理学系香港

收稿日期:2002-10-09 修回日期:2003-05-30 出版日期:2003-08-28 发布日期:2012-03-06

The Distinction of Task Performance and Contextual Performance and Their Effects on Work Outcomes

WANG Hui¹, LI Xiao-Xuan², Kenneth S.Law³

1. Guanghua School of Management Peking University, Beijing 100871, China;
2. Institute of Policy and Management, CAS, Beijing 100080, China;
3. Department of Management of Organizations, Hong Kong University of Science and Technology, Clear Water Bay, Kowloon, Hong Kong, China

Received:2002-10-09 Revised:2003-05-30 Online:2003-08-28 Published:2012-03-06

摘要/Abstract

摘要： 本研究采用验证性因素分析的方法在中国文化背景下检验了任务绩效与情境绩效在结构上的差异,结果表明,任务绩效和情境绩效在结构上是可以区分开的,二者具有不同的构面(construct domain),从而支持了任务绩效与情境绩效二因素绩效模型。同时,通过回归分析的方法发现,任务绩效可以预测员工的提升可能性和离职意向,情境绩效的工作奉献维度可以预测员工的提升可能性。作者最后探讨了本研究的局限及对未来研究的展望。

关键词: 任务绩效, 情境绩效, 绩效评估

Abstract: By employing confirmatory factor analysis and regression analysis,we examine the different structural domains of task performance and contextual performance and explore their effects on work outcomes including promotability and intention to quit under the context of Chinese culture.The results indicate that contextual performance could be distinguished from task performance empirically.Task performance and job dedication dimension of contextual performance are positively related to promotability of employees significantly,and task performance can predict intention to quit of employees.Limitations and future studies are discussed.

Key words: task performance, contextual performance, performacne appraisal

中图分类号:

C931

王辉, 李晓轩, 罗胜强. 任务绩效与情境绩效二因素绩效模型的验证[J]. 中国管理科学, 2003, (4): 79-84.

WANG Hui, LI Xiao-Xuan, Kenneth S.Law. The Distinction of Task Performance and Contextual Performance and Their Effects on Work Outcomes[J]. Chinese Journal of Management Science, 2003, (4): 79-84.

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