The Research Of The Effect Of Social Context On Employees’ Reaction To Performance Evaluation

To improve the effectiveness of performance evaluation has always been a core issue of performance management and practice.Unlike previous studies which measuring the effectiveness of the performance evaluation based on the perspective of organization,in recent years much more studies has focused on employees’ reaction to performance evaluation based on the perspective of employees.Due to performance evaluation is conducted in certain social context and how the social context factors affect employees’ psychological cognitive processes as well as employees’ reaction to performance evaluation has not yet formed a clear conclusion. So depth explorations of this area are of great values theoretically and practically.Firstly, the related studies of social context and employees’ reaction to performance evaluation were reviewed,simultaneously,illustrating related theoretical foundation of this paper.Moreover,we selected organizational support and organizational trust which are the components of social context as independent variables,satisfaction and perceived utility of evaluation which are the components of employees’ reaction to performance evaluation as dependent variables,favorable treatment as mediating variables to build the conceptional model and thus put forward the hypothesis of this paper.Then with the first-hand data achieved by questionnaire among grassroots employees, the proposed hypothesis is verified by regression analysis. The results indicate that organizational support and organizational trust all have great impact on employees’ satisfaction and perceived utility.Employees’ participation plays a partial mediating role between organizational support and employees’ satisfaction,also plays a partial mediating role between organizational trust and employees’ satisfaction.Employees’ participation plays a partial mediating role between organizational support and perceived utility,but plays a fully mediating role between organizational trust and perceived utility.Rating favorability plays a partial mediating role between organizational support and perceived utility,but plays a fully mediating role between organizational trust and perceived utility.Finally the implications of this paper for management practices were proposed,then the inadequacies and further research directions were pointed out.