The Research On The Relationship Among Performance Appraisal Purpose Orientation,Organizational Identification And Harmonious Labor Relations Climate

During the economic transformation period of China, building a harmonious laborrelation has become an important and urgent task. As one of the core areas of humanresource management practices, performance appraisal can help to create a harmoniouslabor relations climate in theory. Therefore, this study tries to figure out the impactionbetween the performance appraisal purpose orientation and the harmonious labor relationsclimate and its working mechanism.Most domestic research of harmonious labor relations involving the trade unions andlegislation focus on the macro-level, however, this study tries to figure out the situation ofharmonious labor relations from the perspective of human resource management.Harmonious labor relations climate is selected as it is the core variable to measure thequality of labor relations. It also selects the performance appraisal purpose orientation asan important variable to study the impact on harmonious labor relations climate. Thisstudy concludes two issues. Firstly, to verify the impact of performance appraisal purposeorientation on harmonious labor relations climate. Secondly, to figure out the mediatingmechanism between the two variables. Following the social exchange theory and socialidentity theory, the study gives some hypotheses. The conclusions are: Developmentalperformance appraisal has a significant positive impact on harmonious labor relationsclimate, while, evaluative performance appraisal has a significant negative effect onharmonious labor relations climate. By comparison, the positive force of developmentalperformance appraisal is larger than the negative force of evaluative performanceappraisal. Organizational identification plays a mediating role between developmentalperformance appraisal and harmonious labor relations climate.This study reveals the black box between performance appraisal purpose orientationand harmonious labor relations climate and provides suggestions in theory and practice forthe managers in the field of enterprise’s human resource management.