机构地区: 北京大学光华管理学院
出 处: 《中国管理科学》 2003年第4期79-84,共6页
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(constructdomain),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。 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.