摘 要
绩效管理作为现代企业管理的重要组成部分，其公正性直接影响到员工的工作积极性和组织的整体绩效。然而，在绩效管理过程中，公正性问题屡见不鲜，如评估标准的不统一、目标设定的主观性、激励与奖惩的不公平等，这些问题不仅挫伤了员工的积极性，也制约了组织的持续发展。本文旨在深入探讨绩效管理过程中存在的公正性问题，并提出相应的解决对策。首先，通过对绩效管理公正性的理论基础进行梳理，明确了公正性的概念界定、相关理论及衡量标准，为后续研究奠定了理论基础。接着，本文详细分析了绩效管理过程中存在的公正性问题，包括绩效评估、目标设定、激励与奖惩、沟通反馈等方面，并探讨了这些问题的成因，如组织文化、领导风格、员工参与和制度设计等。在此基础上，本文提出了提升绩效管理公正性的对策与建议。一方面，从优化绩效评估体系、改进目标设定方法、完善激励与奖惩机制、加强沟通反馈等方面入手，提高绩效管理的公正性和有效性；另一方面，通过加强组织文化建设、提升领导公正意识、增强员工参与度和完善制度设计等措施，从根本上预防和解决绩效管理公正性问题。
关键词：绩效管理；公正性问题；评估标准
Abstract
As an important part of modern enterprise management, the fairness of performance management directly affects the work enthusiasm of employees and the overall performance of the organization. However, in the process of performance management, fairness problems are common, such as the inconsistency of evaluation standards, the subjectivity of goal setting, and the unfairness of incentives and rewards and punishments. These problems not only dampen the enthusiasm of employees, but also restrict the sustainable development of the organization. This paper aims to deeply explore the fairness problems existing in the process of performance management, and put forward the corresponding solutions. First of all, by sorting out the theoretical basis of fairness in performance management, the concept definition, relevant theories and measurement standards of fairness are clarified, which lays a theoretical foundation for the follow-up research. Then, this paper analyzes in detail the fairness problems existing in the process of performance management, including performance evaluation, goal setting, incentives, rewards and punishments, communication and feedback, and discusses the causes of these problems, such as organizational culture, leadership style, employee participation and system design. On this basis, this paper puts forward the countermeasures and suggestions to improve the fairness of performance management. On the one hand, it improves the fairness and effectiveness of performance management by optimizing the performance evaluation system, improving the target setting method, improving the incentive and reward and punishment mechanism, and strengthening the communication and feedback. On the other hand, the fairness problems of performance management are fundamentally prevented and solved by strengthening the construction of organizational culture, enhancing the awareness of leadership justice, enhancing the participation of employees and improving the system design.
Keywords: Performance management; impartiality problem; evaluation criteria
目录
摘 要 I
Abstract II
第1章 绪论 1
1.1 研究背景及意义 1
1.2 研究目的和内容 1
1.3 国内外研究现状 2
第2章 绩效管理公正性相关概述 3
2.1 绩效管理公正性的定义 3
2.2 绩效管理公正性的相关理论 3
2.2.1 公平正义理论 3
2.2.2 利益相关者理论 3
2.3 绩效管理公正性的衡量标准 4
2.3.1 客观衡量标准 4
2.3.2 主观衡量标准 4
第3章 绩效管理公正性的影响因素 6
3.1 组织文化 6
3.2 领导风格 6
3.3 员工个体特征 7
第4章 绩效管理过程中公正性问题分析 8
4.1 评估标准的不公正 8
4.2 目标设定过程中的参与度不足 8
4.3 激励措施的不公平分配 8
4.4 沟通渠道的不畅通 9
第5章 提升绩效管理公正性的对策与建议 10
5.1 建立科学的评估标准体系 10
5.2 增强目标设定的参与度与互动性 10
5.3 设计公平合理的激励与奖惩机制 10
5.4 畅通沟通渠道与机制 11
结 论 12
参考文献 13
