中国基层党政领导干部的工作绩效结构

本研究旨在系统探讨党政领导干部工作绩效的结构.通过对94名党政领导干部的深度访谈,共收集到评估自我、下属和上级工作绩效的项目222个,并由2 674名被试进行评定.经探索性因素和二阶因素分析,评定自我和下属工作绩效的结构相同,均为任务指向和个人品质两个维度,评定上级工作绩效时却出现了四个维度,但仍然可以划分为任务指向和个人素质两大类.而且,对个人素质和任务指向的重视程度在评定自我工作绩效时相同,在评定下属工作绩效时更重视任务指向特点,而评定上级工作绩效时则更看重个人素质.本研究的结果与西方关于工作绩效的"任务-关系绩效"模型存在明显的差异.文中从中西方文化差异的角度对结果进行了讨论,并提出了进一步研究的设想.

Exploration of Job Performance of Local the Party and Government Executives

This research was aimed at exploring the structure of job performance of Chinese local party and government executives. Ninety-four executives were interviewed personally on the ways they rate themselves,underlings,and superiors,and 222 items were collected and edited into three questionnaires with the same items but different rating targets,for example,the executives themselves,the underlings,and the superiors.Factor analysis and secondary factor analysis were applied to reveal two dimensions for rating one's own and the underlings' job performance,and four dimensions for superiors.It also indicates that emphasis on personal diathesis(PD) and task-fulfilling directed factors(TDF) are equal for self-rating,PD is less important than TDF for the underlings,and PD is more important than TDF for the superiors.The job performance model here was significantly different from the Western "task context performance" model,and cultural differences on job performance model was discussed,and future research was also suggested.