绩效考核公平感对新生代员工反生产行为的 影响研究

基于心理契约视角，构建绩效考核公平感对反生产行为产生影响的理论模型；以新生代员工为调查研究对象，利用258个有效样本对假设进行实证检验。统计回归结果表明：绩效考核公平感对新生代员工反生产行为具有显著负向影响；心理契约违背在绩效考核公平感对组织指向反生产行为的影响中存在完全中介效应，而在对人际指向反生产行为的影响中不存在中介效应。组织可通过完善科学的绩效管理体系、构建高质量的雇佣关系等方式降低新生代员工的绩效考核不公平感和心理契约违背感，进而从源头上降低反生产行为的发生频率。

Influence of fairness perceptions in performance appraisal on the counterproductive work behavior of new generation staff

From the perspective of psychological contract, this paper builds a theoretical model about the influence of fairness perceptions in performance appraisal on counterproductive work behavior (CWB). Taking new generation staff as the object, it tests the hypotheses empirically by studying 258 valid samples. Statistical regression results show that fairness perceptions in performance appraisal have significant negative influence on CWB of new generation staff, and that psychological contract violation has a full mediating effect between the perceptions and CWB O, but no effect in the influence on CWB I. The paper further suggests that employers may reduce unfairness perceptions in performance appraisal and psychological contract violation by adopting scientific performance management system and building high quality employment relationship, thereby to reduce the frequency of CWB of new generation staff from the source.