The Empirical Study Of Effects Of Purpose Orientation Of Performance Appraisal On Employees' Unethical Behavior

The unethical behavior is not only a hot spot in the field of organizational behavior research, but also a kind of employees'negative behavior which in organizations managers pay attention to. Because unethical behaviors are widely present in the tissues with concealment and harmfulness. It not only conducives to the quality of staff training and career development, it will hinder the effective operation of the team and the entire organization, even harming the development of the whole society.Plenty of studies have been used to study unethical behavior, but few studies on the impact of performance appraisal purpose on unethical behavior were investigated.So the purpose of this study is to explore the mechanism how performance appraisal orientation affect on employee unethical behavior, mediated by perceived organizational support under the circumstance of job control.This paper firstly focused on the mechanism of how evaluative performance appraisal and developmental performance appraisal affected on employee unethical behavior, the mediation of perceived organizational support and the moderation of job controlbased on the social exchange theory theory, ethics decision theory and job demand-control model. Secondly, we put forward the hypotheses and research model. Thirdly, this paper obtained the formal questionnaire through compiling and modifying the questionnaire, exploratory factor analysis and confirmatory factor analysis. Finally, the tests of the reliability, validity, variance, correlation and hierarchical regression had been used to validate the hypotheses. Research result shows that various individual and enterprise factors differently affect on performance appraisal orientation, perceived organizational support, job control and unethical behavior. Evaluative performance appraisal has significantly positive effect on unethical behavior while developmental performance appraisal has significantly negative effect on unethical behavior. Perceived organizational support partially mediates the influences between evaluative performance appraisal and developmental performance appraisal on employee unethical behavior. Job control weakens the negative effect of perceived organizational support on unethical behavior.Finally, according to the results of empirical research, the paper puts forward several managerial suggestions to guide the actual work of enterprises. Firstly, managers should emphasize on the developmental performance appraisal, pay more attention to the future development of the employees, thus improving the operational efficiency of the enterprises. Secondly, companies should care workforce to raise employees' organizational support.Managers should know employees' needs of work and life timely to for the benefit of employees. Thirdly, companies should give appropriate job control to employees to exert their creativity. In this process, managers should strengthen the supervision and implementation of the policy to avoid going too far.