浙江纺织产业正面临转型升级机遇期，需对绩效薪酬制度效果进行检测。在绩效薪酬背景下，绩效考核系统认同与员工绩效薪酬偏好之间的关系需要进一步探索。通过文献梳理，建立绩效考核系统认同对员工绩效薪酬偏好的影响模型。在对浙江省纺织高技术企业的668名员工问卷调查基础上，运用相关分析、结构方程模型等统计分析方法，证实绩效考核系统的准确性、关联性显著地影响同事信任，验证了同事能力、善意和诚信中介下绩效考核系统认同显著影响同事信任假设，证实在同事信任中介下考核系统的准确性、关联性显著影响员工的绩效薪酬偏好。%The textile industry in Zhejiang province is facing challenges in transformation and upgrading. The effects of performance pay system need testing. Under the background of performance pay, it is needed to further explore the relationship between the acceptability of performance evaluation system and the preferences of per-formance pay through the mediation of peer trust. Through the establishment of the model that reveals the rela-tionship between acceptability of performance appraisal system, the media role of the peer trust and the employ-ee’ s preferences of performance pay, based on the questionnaire survey of 668 scientific and technical person-nel, using correlation analysis and structural equation model, this study confirms that the accuracy and relevance of the performance appraisal system both significantly affect peer trust, colleague’ s competence, benevolence and honesty. It is also confirmed that colleagues’ competency, benevolence and honesty adjust the effects of e-valuation system on the peer trust. Ultimately, both the accuracy and the relevance of the evaluation system sig-nificantly affect employee’ s preferences of performance pay through the media role of colleagues trust.
展开▼
