Research On The Relationship Between The Gold Orientation Of Middle Manager And Peer Evaluation Result

With the gradual deepening and expansion of organizational behavior research,human resource management has become a core process in the process of enterprise management.From the research situation in recent years,the research on the relationship between goal orientation and performance is relatively popular.Enterprise performance management is a management process for enterprises to improve the performance of individuals and departments.There are many ways and theories of enterprise performance management.However,the application of domestic enterprises needs to be adjusted according to China's special market environment and enterprise environment.The 360-degree performance appraisal master currently applies a wide range of performance management methods.This method not only conducts an independent appraisal of the appraisers,but also involves the assessment of the appraisers' superior,subordinate,and peer level employees.Reflect the performance of the team.However,from the current research situation,there are a lot of theoretical researches on the related research using 360-degree performance evaluation form,and there are relatively few localization studies for Chinese enterprises,which leads to the practical application of 360-degree performance evaluation form in China.A large number of conflicts,one is because the peer evaluation takes a long time,the investment is too much,often the input and output do not match,it looks ideal,but it is difficult to do;second,the results of peer evaluation are sometimes not necessarily objective and accurate,mainly Because the type of goal orientation of the person being assessed will depend on their performance in the team's activities,thus affecting the team members' perceptions.The middle management of the enterprise is in the middle position of the enterprise organizational structure,and has a bridge between the decision-making layer and the execution layer.It is an important central system in the enterprise.The middle managers play a decisive role in the healthy and sustainable development of the company,which greatly influences and even determines the rise and fall of a company.Therefore,it is very important to study the relationship between the goal orientation and performance evaluation of middle managers.This study first uses the literature method to obtain the current research status between individual goal orientation and enterprise statistical evaluation,and then uses questionnaires and data analysis methods to establish the existence between the individual target orientation and statistical evaluation of the evaluator.The model,and then the results are analyzed.The innovation of this research is to establish two dimensions in goal orientation,namely learning goal orientation(independent variables)and performance goal orientation(independent variables),social comparison tendency(adjustment)Variable),peer evaluation(dependent variable)four variables of the research model,and then a case study of a company.In this study,the questionnaires developed by Vande Walle,D.and Gibbons F X.& Buunk B P.(1999)with high reliability and reliability were selected for questionnaires,and they were supported by middle and above-level cadres in a communication enterprise.The 197 students in the class project conducted questionnaire survey and data collection,and used CATA analysis,simple correlation coefficient analysis,regression analysis and cluster analysis on the data with tools such as STATA17.0,SPSS19.0 and excel.Conclusion: Individuals with higher learning-oriented goals are more likely to receive higher peer evaluations.This paper enriches the results of empirical research on peer evaluation,and contributes to the application and development of peer ratings in China's special pornography.It also has good theoretical and practical significance for middle managers' performance appraisal and motivation.From a business perspective,building a learning-oriented work environment can better enhance the peer-level evaluation of middle-level management.Appropriate leader guidance,peer-level prompts,learning-type organizational atmosphere,and excellent incentive evaluation mechanisms can all be used.Strengthen the learning orientation of middle managers.At the same time,performance orientation can be used as the competition culture of enterprises.The performance-oriented quantitative difficulty is low.It can be used as the main evaluation system,and then use other orientations as auxiliary indicators to conduct comprehensive evaluation and build a complete enterprise evaluation system.