管理者内隐人格观对绩效评估过程的影响

摘要

This paper analyzes the process of performance evaluation by the managers holding different implicit person theory. The results indicate that the managers holding the entity theory choose,code and organize the information to facilitate the trait judgment for the initially poor performance and attribute the poor performance to the employee while the managers holding incremental theory show no bias. When facing the performance improvement, the managers holding entity theory emphasize more on the environment change, ignore the change of employee themselves and acknowledge the improvement less than managers holding incremental theory.%运用眼动测试技术,对持有不同内隐人格观的管理者的绩效评估过程进行了分析.研究表明,实体论管理者在面对员工初期低绩效水平表现时,会以特质判断为基础来进行选择、编码和组织信息,并将绩效差归因于员工本身所具有的特质.渐进论管理者则不存在归因的偏差.面对后期员工的绩效改进表现时,实体论管理者倾向于将绩效的提升归因于环境的改变,忽略员工自身的改变,从而造成对于绩效改进的认可度小于渐进论管理者.