[1]罗艳艳,蒋园园,李根强,等.绩效考核目标取向视角下医护人员亲组织非伦理行为研究[J].新乡医学院学报,2018,35(11):1009-1012.[doi:10.7683/xxyxyxb.2018.11.016]
　LUO Yan-yan,JIANG Yuan-yuan,LI Gen-qiang,et al.Research on medical staff unethical pro-organizational behavior from the perspective of goal orientation in performance appraisal[J].Journal of Xinxiang Medical University,2018,35(11):1009-1012.[doi:10.7683/xxyxyxb.2018.11.016]
点击复制

绩效考核目标取向视角下医护人员亲组织非伦理行为研究
分享到：

《新乡医学院学报》[ISSN:1004-7239/CN:41-1186/R]

卷:
35
期数:
2018年11
页码:
1009-1012
栏目:
临床研究
出版日期:
2018-11-05

文章信息/Info

Title:
Research on medical staff unethical pro-organizational behavior from the perspective of goal orientation in performance appraisal
作者:
罗艳艳; 蒋园园; 李根强; 刘　蕊; 张会敏
（新乡医学院护理学院，河南　新乡　453003）
Author(s):
LUO Yan-yan; JIANG Yuan-yuan; LI Gen-qiang; LIU Rui; ZHANG Hui-min
（Department of Nursing，Xinxiang Medical University，Xinxiang 453003，Henan Province，China）
关键词:
绩效考核目标取向; 亲组织非伦理行为; 调节焦点; 医护人员
Keywords:
goal orientation in performance appraisal; unethical pro-organizational behavior; regulatory focus; medical staff
分类号:
R052；C93
DOI:
10.7683/xxyxyxb.2018.11.016
文献标志码:
A
摘要:
目的　探讨绩效考核目标取向与医护人员亲组织非伦理行为（UPB）之间的关系，检验医护人员调节焦点对二者关系的调节效应。方法　选择15家医院489名医护人员作为研究对象，采用绩效考核目的量表、特质性调节焦点量表、UPB量表进行调查。结果　性别、婚姻状况、文化程度、评价取向绩效考核、防御焦点与UPB呈负相关（r=-0.159、-0.113、-0.408、-0.206，P<0.05）；发展取向绩效考核、促进焦点与UPB呈正相关（r=0.202、0.137，P<0.05）。年龄、工作年限与UPB无相关性（r=0.058、0.065，P>0.05）。评价取向绩效考核和调节焦点对医护人员UPB存在显著的预测作用（β=-0.098、0.192，P<0.05，0.01），二者之间无显著的交互作用（β=0.054，P>0.05）。发展取向绩效考核和调节焦点对医护人员UPB存在显著的预测作用（β=0.175、0.168，P<0.05），二者之间存在显著的交互作用（β=0.063，P<0.01）。医护人员调节焦点对发展取向绩效考核与UPB间的关系起正向调节作用。结论　评价取向绩效考核对医护人员UPB起正向影响，发展取向绩效考核对医护人员UPB起负向影响。
Abstract:
Objective　To investigate the relationship between goal orientation in performance appraisal and unethical pro-organizational behavior（UPB） of medical staff，and to examine the regulatory effect of regulatory focus of medical staff on the relationship between the goal orientation in performance appraisal and UPB.Methods　A total of 489 medical staff from 15 hospitals were selected as study objects，and they were investigated by the goal orientation in performance appraisal scale，regulatory focus scale and UPB scale.Results　Gender，marital status，educational level，evaluation orientation in performance appraisal，defense focus were negatively correlated with UPB （r=-0.159，-0.113，-0.408，-0.206；P<0.05）；and the development orientation in performance appraisal and promotion focus were positively correlated with UPB （r=0.202，0.137；P<0.05）.Age and working years had no correlation with UPB （r=0.058，0.065；P>0.05）.The evaluation orientation in performance appraisal and adjustment focus had significant predictive effect on UPB of medical staff （β=-0.098，0.192；P<0.05，0.01），and there was no significant interaction between them （β=0.054，P>0.05）.The development orientation in performance appraisal and adjustment focus had significant predictive effect on UPB of medical staff （β=0.175，0.168；P<0.05），and there was significant interaction between them （β=0.063，P<0.01）.The adjustment focus of medical staffs had a positive moderating effect on the relationship between development orientation in performance appraisal and UPB.Conclusion　The evaluation orientation in performance appraisal has positive effect on UPB of medical staff;the development orientation in performance appraisal has negative effect on UPB of medical staff.

参考文献/References:

［1］　ALZOLA M.The possibility of virtue［J］.Bus Ethics Q，2012，22（2）：377-404.
［2］　VADERA A K，PRATT M G.Love，hate，ambivalence，or indifference? A conceptual examination of workplace crimes and organizational identification［J］.Organ Sci，2013，24（1）：172-188.
［3］　UMPHRESS E E，BINGHAM J B，Mitchell M S.Unethical behavior in the name of the company：the moderating effect of organizational identification and positive reciprocity beliefs on unethical pro-organizational behavior［J］.J Appl Psychol，2010，95（4）：769-780.
［4］　UMPHRESS E E，BINGHAM J B.When employees do bad things for good reasons：examining unethical pro-organizational behaviors［J］.Organ Sci，2011，22（3）：621-640.
［5］　BARSKY A.Understanding the ethical cost of organizational goal-setting：a review and theory development［J］.J Bus Ethics，2008，81（1）：63-81.
［6］　HIGGINS E T.Making a good decision：value from fit［J］.Am Psychol，2000，55（11）：1217-1230.
［7］　HIGGINS E T，FRREDMAN R S，HARLOW R E，et al.Achievement orientations from subjective histories of success：promotion pride versus prevention pride［J］.Eur J Soc Psychol，2001，31（1）：3-23.
［8］　吴志明，武欣，武艳茹，等.领导与下属的调节焦点对下属工作绩效的影响作用［J］.科学学与科学技术管理，2013，34（7）：173-180.
［9］　MCKENNA E，BEECH N.Human resource management［M］.北京：中国人民大学出版社，1997：116-127.
［10］　LOCKWOOD P，JORDAN C H，KUNDA Z.Motivation by positive or negative role models：regulatory focus determines who will best inspire us［J］.J Pers Soc Psychol，2002，83（4）：854-864.
［11］　赵君，廖建桥，文鹏.绩效考核目的的维度与影响效果［J］.中南财经政法大学学报，2013，196（1）：144-151.
［12］　GRAHAM K A，ZIEGERT J C，CAPITANO J.The effect of leadership style，framing，and promotion regulatory focus on unethical pro-organizational behavior［J］.J Bus Ethics，2015，126（3）：423-436.

更新日期/Last Update: 2018-11-05