Performance Management: Perceiving Goals as Invariable and Implications for Perceived Job Autonomy and Work Performance
研究发现，员工若认为绩效目标不可变通，会降低感知的工作自主性，进而损害工作绩效，这对管理者设计绩效制度有启示。
In this study, we investigated whether perceiving goals as invariable is negatively related to work performance and whether this relationship is mediated by perceived job autonomy. Perceiving goals as invariable refers to the extent to which employees believe that the goals in a performance management system represent absolute standards that they must meet without exception, even if they think other factors are more important (e.g., situational factors or factors that are not associated with goals). In support of our hypotheses, we found a negative relationship between perceiving goals as invariable and work performance and that perceived job autonomy mediated this relationship. Theoretical and practical implications and directions for future research are discussed. © 2014 Wiley Periodicals, Inc.