Research On The Impact Of Performance Appraisal Orientations On The Thriving At Scientific Research Work

Sci-tech self-reliance and self-strengthening at higher levels is the key to grasp the opportunities in the new round of revolution in science and technology and industrial transformation and achieve the goals of all Chinese people.It is also the strategic cornerstone of national prosperity and national rejuvenation,and talent is the first resource to promote sci-tech self-reliance and self-strengthening at higher levels.This requires that the strategic resource of "scientific talents" be well trained,introduced and used in all aspects to stimulate their innovative vitality and promote their development.The performance appraisal system is one of the important incentive mechanisms that directly affect the salary distribution,position promotion and even the retention of scientific talents.The existing empirical results show that different performance appraisal orientations have different effects on employees’ psychology and behavior.On the basis of reviewing domestic and foreign literature,this study clearly defined the relevant concepts of "evaluative performance appraisal","developmental performance appraisal","trait cognitive curiosity",and summarized the existing research on the mechanism of differential impact of performance appraisal orientations and the antecedent and outcome variables of curiosity.Based on X-Y Theory,Goal Setting Theory,and Self-Decision Theory,this study put forward research hypotheses for the relationship between evaluative performance appraisal,developmental performance appraisal,curiosity,thriving at scientific research work and other variables.In order to develop a scale of thriving at scientific research work suitable for China’s scientific research situation,this study used the grounded theory method,and based on the interview with scientific talents,developed the initial scale of thriving at scientific research work,and then modified the scale through pre-investigation.This study designed a formal questionnaire,and finally collected 473 valid data.After using SPSS software to test the research hypotheses,the following conclusions were drawn:(1)evaluative performance appraisal has a significant negative impact on the curiosity and thriving at scientific research work;(2)developmental performance appraisal has a significant positive impact on the curiosity and thriving at scientific research work;(3)curiosity has a significant positive impact on thriving at scientific research work,and plays a partial intermediary role between the performance appraisal of different orientations and thriving at scientific research work.According to the interview content and research results,combined with the actual situation of the management of scientific talents in various units,this study put forward corresponding suggestions for the employers to optimize the performance appraisal system and effectively motivate scientific talents:(1)change the traditional performance orientation of "valuing evaluation and neglecting development",and implement the strategic transfer from evaluative performance appraisal to developmental performance appraisal;(2)abandon the excessive attention to the past performance of scientific talents,and improve the incentive mechanism linked to the performance evaluation results;(3)protect the curiosity of scientific talents and build a harmonious,free and tolerant organizational environment.