Research On Knowledge-based Employees’ Contextual Performance Appraisal System

In knowledge economy era, knowledge-based employees are owners of humancapital in enterprises.The configuration of knowledge-based employees and theirinitiative are an important source of core technology. Performance appraisal is notonly an effective tool to achieve key objectives, but also an important lever topromote incentive effects. In the performance evaluation, contextual performanceimpacts on the overall performance of individual (Chen,2008) to a certain extent.What’s more contextual performance can promote and catalytic completion of tasksand enhance the company’s overall performance. Therefore, it’s necessary to study thecontextual performance appraisal system of knowledge-based employees, whichprovides a reference for carrying out empirical research and management in future.Firstly, this study reviewed the relevant literature about the contextual performanceof of knowledge-based employees at home and abroad and put forward the hypothesisthat refers dimensions of knowledge-based employees’ contextual performance. Onthe basis of predecessors’ work, the scale which is associated with knowledge-basedemployees’contextual performance has been develped.Furthermore, from the results, there is no significant difference among theknowledge-based employees. It is clear that the contextual performance ofknowledge-based employees has universal applicability. The nine dimensions that aregot by empirical study will be incorporated into the foundation indicators ofassessment. Then knowledge-based employees’ contextual performance appraisalsystem that includes four levels (the individual level, team level, organizational leveland social level) is established by expert interviews and a sample survey. In addition,knowledge-based employees’ contextual performance is relatively stable and similarin general, only a few dimensions of the contextual performance are differences fromgender, marital status, education, work experience.Researchers have used statistical software SPSS16.0for reliability and validityanalysis. The reliability of the scale is equal to0.940and KMO is0.878. The9factors,which refer to self-development, self-management, initiative, helping colleagues,working relationships, save resources, support acts, love organization, participation insocial welfare, are obtained by the exploratory factor analysis and can explain66.639%of the total variance. It can be seen that the scale which contains30itemsis feasible. Finally, A company is selected as the study sample and has been appliedknowledge-based employees’ contextual performance appraisal system.We use expertinterviews and AHP to obtain the connotation of performance indicators and weights,then help A company establish a knowledge-based employees’ contextual performanceevaluation system and implement. The fuzzy comprehensive evaluation method hasbeen applied to the evaluation system. Then analyzing the results of the assessmentand applying it while establishing knowledge-based employees’ contextualperformance appraisal management system for A company.