摘要
采用阈上启动方法和投射方法,以72名学校领导者为被试,对绩效归因过程及领导者有关下属低工作绩效归因和评估进行了探讨。研究表明:(1)绩效归因是双重过程:包括绩效外显归因和内隐归因;(2)外显因素影响领导者对下属低工作绩效行为的归因和评估,其中,领导者对下属低工作绩效行为的归因起中介作用;(3)绩效归因对低工作绩效评估的影响是双重过程:绩效外显归因和绩效内隐归因均影响了低工作绩效评估。
The study adopted supraliminal priming test and projective test to discuss the process of performance attribution and the leader＇ s attribution and evaluation on subordinate＇ s poor performance behavior, 72 school leaders attended the experiment of this study. The results showed ： （ 1 ） The performance attribution was a dual-process, including implicit performance attribution and explicit performance attribution. （2） Some explicit factors（ such as the metal distance between the leader and subordinate, the similarity between characteristics of leaders and that of subordinates,the severity of subordinate＇ s poor performance, the leader＇ s expectation, and the leader＇ s self-service bias in attribution）influenced the leader＇ s attribution and evalution on subordinate＇ s poor performance behavior, and the leader＇ s attribution on subordinates＇ poor performance was the mediator of the relation between subordinates＇ poor performance and the leader＇ s evaluation. （3）The influence of performance attribution on poor performance evaluation was a dual-process：explicit performance attribution influenced poor performance evaluation, while implicit performance attribution influenced poor performance evaluation. So the performance attribution was a dualprocess, the explicit performance attribution and the implicit performance attribution influenced poor performance evaluation.
出处
《应用心理学》
CSSCI
2008年第2期141-148,共8页
Chinese Journal of Applied Psychology
基金
浙江省哲学社会科学资助项目(07CGJY010YBG)
关键词
阈上启动方法
投射方法
绩效内隐归因
低工作绩效评估
supraliminal priming, projective method, implicit performance attribution, poor performance evaluation
