| 工作绩效的四因素结构模型 |
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| 引用本文： | 温志毅.工作绩效的四因素结构模型[J].首都师范大学学报(社会科学版),2005,1(5):105-111. |
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| 作者姓名： | 温志毅 |
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| 作者单位： | 首都师范大学教育科学学院心理系,北京100089 |
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| 摘 要： | 本研究以企业中层管理人员为对象，通过构建工作绩效评定量表，对工作绩效的结构进行了探讨。探索性因素分析表明，工作绩效在结构上可以区分为四个因素：任务绩效、人际绩效、适应绩效和努力绩效；相关分析和多元回归分析表明，构建的量表具有良好的信度和效度。重新采集样本后，经验证性因素分析，发现四因素结构模型有最佳的拟合，从而确认了工作绩效的四因素结构模型。
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| 关 键 词： | 工作绩效 任务绩效 人际绩效 适应绩效 努力绩效 |
| 文章编号： | 1004-9142(2005)05-0105-07 |
| 收稿时间： | 05 9 2005 12:00AM |
| 修稿时间： | 2005年5月9日 |
Four-Factor Modle of Job Performance |
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| Wen-Zhiyi.Four-Factor Modle of Job Performance[J].Journal of Capital Normal University(Social Science Edition),2005,1(5):105-111. |
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| Authors: | Wen-Zhiyi |
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| Institution: | Department of Psychology, Capital Normal University, Beijing, 100089 Personnel Testing Authorities of Ministry of Personnel, PRC., Beijing, 100011 |
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| Abstract: | The purpose of the present research is to explore and confirm the taxonomy of job performance. Two studies were conducted to address this issue.In Study 1, a Rating Scale for Job Performance was developed, and exploratory factor analysis (n=145) yielded a four-factor solution, named Task, Interpersonal, Adaptive and Dedicative Performance (the four factors' Alphas were all above .91, and multiple linear regression's R=.86).Study 2 compared the four-factor model with the other four models derived from W. C. Borman & S. J. Motowidlo (1993), B. Allworth & E. Hesketh (1997), etc. Confirmatory factor analysis (n=327) indicated a best fit for the four-factor-model (GFI=.95; AGFI=.90; NNFI=.98; CFI=.99; IFI=.99; RMSEA=.078). Results and implications for the taxonomy of job performance were also discussed. |
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| Keywords: | Job Performance Task Performance Interpersonal Performance Adaptive Performance Dedicative Performance |
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