The Relationship Among Peer Evaluation,Peer Justice, Knowledge Sharing And Individual Innovation

As management flatting and leadership empowerment, interpersonal communication and peer evaluation become more and more important for organization to motivate employee knowledge sharing and individual innovation, for this, explores the different effects of peer evaluation factors on employee knowledge sharing and individual innovation is useful, which can get great practical significance on the development of organizational evaluation system and human resource management. Following the logic that "peer evaluation influencing peer justice, employee knowledge sharing and individual innovation", and based on cognitive evaluation theory, symbolic interactionism theory, social anxiety theory, motivation theory and social exchange theory, from the perspective of interpersonal interaction, this paper analyzes the mechanism of the effect of the different kind of peer evaluation on employee knowledge sharing and employee individual innovation, tests the moderating roles of face need and social mutual concern respectively.The main research contents and conclusions are as follows:First of all, this study integrates relative researches on evaluation from different fields, as well as the result of content analysis based on interview survey, and then put forward the structure of peer evaluation, which is made up of two key variables:peer evaluation style and peer evaluation orientation, peer evaluation style holds two dimensional structure including positive evaluation and negative evaluation, peer evaluation orientation has two dimensional structure with outcome-oriented evaluation and process-oriented evaluation. Through empirical research, this study verified the rationality of the dimension divisions, and theses measuring scales have the good reliability and validity.Secondly, this study explores the direct effect of peer evaluation on employee knowledge sharing and individual innovation, and finds the interaction on effect of peer evaluation on employee knowledge sharing. Based on the previous studies, this study finds that the significant different effects of peer evaluation factors on employee knowledge sharing and individual innovation exist, in which peer positive evaluation have a positive effect on employee knowledge sharing and individual innovation, while peer negative evaluation has a negative effect on employee knowledge sharing and individual innovation; comparing with outcome-oriented evaluation, the positive effect of process-oriented evaluation on explicit knowledge sharing and individual innovation is more significant; comparing with process-oriented evaluation, the positive effect of outcome-oriented evaluation on implicit knowledge sharing is more significant. In addition, additional study finds that peer positive evaluation and outcome-oriented evaluation have negative interaction on explicit knowledge sharing, peer negative evaluation and outcome-oriented evaluation have positive interaction on implicit knowledge sharing.Thirdly, this study explores the intrinsic mechanism of effects of peer evaluation on employee knowledge sharing and individual innovation, and the mediate effects of perceived peer justice which is made up of procedural justice and interpersonal justice. From the structural equation modeling, this study confirms peer positive evaluation has an indirect positive impact on employee knowledge sharing and individual innovation mediated by interpersonal justice, peer negative evaluation has an indirect negative impact on employee knowledge sharing and individual innovation mediated by interpersonal justice and procedural justice, peer outcome-oriented evaluation and process-oriented evaluation have indirect positive impact on employee knowledge sharing and individual innovation mediated by interpersonal justice and procedural justice. Furthermore, this study also finds employee implicit knowledge sharing has a positive influence on individual innovation.Finally, this study took face need as moderating variable into the model of peer evaluation and peer justice, and took social mutual concern as moderating variable into the model of peer evaluation and employee knowledge sharing as well as individual innovation. Through multiple regression analysis, this study finds that acquisitive face need plays a reinforcement role in the relationship between peer process-oriented evaluation and procedural justice. Protective face need plays a interference role in the relationship between peer negative evaluation and interpersonal justice, and the relationship between peer positive evaluation and procedural justice. Moreover, social mutual concern plays a reinforcement role in the relationship between peer outcome-oriented evaluation and employee explicit knowledge sharing, the relationship between peer negative evaluation and individual innovation; and plays a interference role in the relationship between peer outcome-oriented evaluation and employee implicit knowledge sharing, and the relationship between peer outcome-oriented evaluation and individual innovation.Overall, the exploration and verification of peer evaluation style and peer evaluation orientation give a steady foundation for further analysis about the effect of peer evaluation. Through the researches on the interaction and moderation among peer evaluation, peer justice, employee knowledge sharing and individual innovation, this study enriched the theory of evaluation, knowledge sharing and employee innovation, which guide our entrepreneurial practical of evaluation system, knowledge management and innovation management, and then provides theoretical guidance and practical coach for organization management.