Purpose Of Performance Appraisal Mechanism Research Influence On Employee's Anti-ethical Behavior

In recent years, employee's anti-ethical behavior in the organization has becomemore common. It's one of problems urgently to be solved in enterprises. Performanceappraisal as an important management tool may have a certain guiding role on employee'santi-ethical behavior; especially the performance appraisal purpose may directly affectemployee's anti-ethical behavior, to explore the influence mechanism, ethical behavior,and provides more comprehensive and specific suggestions and countermeasures.Therefore, organizational ethical climate as regulating variable, this study attempts tostudy the impact of two dimensions (i.e., development-oriented type and evaluation) ofperformance appraisal purpose on employee's anti-ethical behavior.This paper combines research status with related theories in and abroad aboutperformance appraisal purpose, employee's anti-ethical behavior and organizationalclimate, to structure stress theory, the pressure source-centered theory and the theory ofmultilevel for support. It takes typical medium-sized manufacturing for samples,grassroots employees as research object. On the basis of scientific scale established andtested many times by predecessors, through preliminary validation, it formally begins awide range of questionnaire distribution and recycling. SPSS software is used to analyzedata collected. To verify that the purpose of performance appraisal, and employee relationsanti-ethical behavior and reveal the purpose of performance appraisal to employeeinfluence mechanism against ethical behavior, for the managers to reduce and avoidemployee from the perspective of performance appraisal purpose against ethical behavior.Specific objectives are as follows.(1) The research purpose of performance appraisal and employee's anti-ethicalbehavior. Previous research focused on the relationship between organizational citizenshipbehavior, performance appraisal and employee this article with two-dimensionalperformance appraisal purpose as the breakthrough point, to our country enterprise as thebackground, to explore the performance evaluation purpose impact on employee'santi-ethical behavior, and the influence of different types of performance appraisal purposeif there is a difference.(2) Inspection organization ethical atmosphere between the purposes of performanceappraisal and staff against ethics behavior whether there is any adjustment. Performanceappraisal purposes not directly produce employee's anti-ethical behavior and in some typesof organizational ethical climate and employees' individual would prone to ethicalbehavior. Test between the two regulation, as well as different types of organizational ethical climate adjust action if there is a difference.Then, based on the empirical analysis, draw the following conclusions:First, the performance appraisal purpose scale, employee's anti-ethical behavior scaleand organizational ethical climate scale in this article have good validity and reliabilityand conform to validation standard.Second, developmental performance appraisal purpose has a significant negativeimpact on employee's anti-ethical behavior while assessing model of performanceappraisal purpose has a significant positive influence.Third, in organizational ethical climate, care guide, independent judgment guide, thelaw rule guide and utilitarian orientation all has a regulating role in the relationshipbetween employee ‘s anti-ethical behaviors and performance appraisal purpose.Fourth, this article research conclusion has the following reference significance fororganization to avoid employee's anti-ethical behavior:?enterprise should pay attentionto the scientific rationality of performance appraisal purpose, in order to reduce theprobability of employee's anti-ethical behavior;?the enterprise should also pay attentionto the construction of cultural and ethical climate, in order to further reduce employee'santi-ethical behavior.