语篇中指代词的分布规律与心理机制*

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1 ~813 Advances in Psychological Science * B849 C93 1 performance appraisal [1] 2 [2,3] [4] * lrlong@mail.hust.edu.cn Korsgaard 2004 [5] 806

2 [6] Hauenstein 1992 [10] [6,7] 2.3 [7] [8] Antonioni 1994 [9] [1] [11]

3 [14] Antonioni Park 17% Bernardin (R 2 = 0.17, p<0.001) Beatty 360 [9] Chambers 2002 [12] Griffin 2004 [13] =0.06 p<0.05 =0.19 p<0.001 =0.20 p<0.001 Wayne Liden 1995 [15] Hauenstein 1992 [10] Antonioni Park 2001 Hauenstein =0.03, p <0.001 face-to-face feedback Longenecker (1992) [16] [14] Antonioni Park

4 Knez (1995,1998) [17,18] Sinclair(1988) [19] Sinclair 0.39 p<0.01 Daus 2001 [20] Villanova Ross PF A agreeableness r=0.33, p< [22] Forgas(1995) [21] Villanova Bernardin 2000 [22] / five factors model, FFM / C conscientiousness Guilford 1954 Kane 1995 [5] A agreeableness Kane r=-0.37, 3 6 p<0.01

5 r=0.33, p<0.01 Scale QRS) Farh 1989 [24] neuroticism extraversion openness Robbins DeNisi (1994) [25] 3.1 Varma (1996) [26] [7] Daus 2001 [20] (Current Mood Report, CMR) Villanova 1993 [27] Performance Appraisal Discomfort Scale, Antonioni 1994 [9] PADS 3.2 Chiu 1990 [23] 16PF (Quantitative Ranking

6 Woehr 1994 [28] Davidson 2004 [29] Farh 1989 Wolfe 2004 Kane 1995 [4] latent trait models Antonioni [9 14] [30] [24]

7 Psychology, 1992, 77(4): 485~493 [1]. :, ~112 [2] Viswesvaran C, Schmidt F, Ones D S. Is there a general factor in ratings of job performance? a meta-analytic framework for disentangling substantive and error influences. Journal of Applied Psychology, 2005, 90(1): 108~131 [3] Scullen S E, Mount M K, Judge T A. Evidence of the construct validity of developmental ratings of managerial performance. Journal of Applied Psychology, 2003, 88(1): 50~66 [4] Kane J S, Bernarbin H J, Villovina P et al. Stability of rater leniency: Three studies. Academy of Management Journal,1995,38(4):1036~1051 [5] Korsgaard M A, Meglino B M, Lester S W. The effect of other orientation on self-supervisor rating agreement. Journal of Organizational Behavior,2004,25(7):873~891 [6] Curtis A B, Darvey R D, Ravden D. Sources of political distortions in performance appraisals: appraisal purpose and rater accountability. Group & Organization Management, 2005, 30(1): 42~60 [7] Jawahar I M, Williams C R. Where all the children are above average: The performance appraisal purpose effect. Personnel Psychology,1997,50(4) :905~925 [8] Klimoski R, Inks L. Accountability forces in performance appraisal. Organizational Behavior and Human Decision Processess, 1990, 45: 194~208 [9] Antonioni D. The effects of feedback accountability on upward appraisal ratings. Personnel Psychology, 1994, 47(2): 349~356 [10] Hauenstein N. An information-processing approach to leniency in performance judgments. Journal of Applied [11] Murphy K R, Cleveland J N, Skattebo A L, etal. Raters who pursue different goals give different ratings. Journal of Applied Psychology, 2004, 89(1): 158~164 [12] Chambers B A, Schmitt N. Inequity in the performance evaluation process: How you rate me affects how I rate you. Journal of Personnel Evaluation in Education, 2002, 16(2): 103~112 [13] Griffin B W. Grading leniency, grade discrepancy, and student ratings of instruction. Contemporary Educational Psychology, 2004, 29(4): 410~425 [14] Antonioni D, Park H.The relationship between rater affect and three sources of 360-degree feedback ratings. Journal of Management,2001,27:479~495 [15] Wayne S J, Liden R C. Effects of impression management on performance ratings: A longitudinal study. Academy of Management Journal,1995,38(1):232~260 [16] Longenecker C O, Jaccoud A J, Sims H P etal. Quantitative and qualitative investigations of affect in executive judgment. Applied Psychology: An International Review, 1992, 41(1): 21~41 [17] Knez I. Effects of indoor lighting on mood and cognition. Journal of Environmental Psychology,1995,15:39~51 [18] Knez I, Enmarker I. Effects of office lighting on mood and cognitive performance and a gender effect in work-related judgment. Environment and Behavior,1998,30:553~567 [19] Sinclair R C. Mood categorization, breadth, and performance appraisal: the effects of order of information acquisition and affective state on halo, accuracy, information retrieval and evaluations. Organizational Behavior and Human Decision Process,1988,42:22~46 [20] Daus C S. Rater mood and employee emotional expression in a customer service scenario: interactions and implications for performance review outcomes. Journal of Quality

8 Management, 2001,6:349~370 [21] Forgas J P. Mood and judgment: the affect infusion model (AIM). Psychological Bulletin, 1995, 117: 39~66 [22] Bernardin H J, Cooke D K, Villanova P. Conscientiousness and agreeableness as predictors of rating leniency. Journal. Journal of Applied Psychology, 2000,85(2):232~236 [23] Chiu Chi-Kwan, Alliger G M. A proposed method to combine ranking and graphic rating in performance appraisal: The quantitative ranking scale. Educational and Psychological Measurement, 1990,50(3):493~503 [24] Farh J L, Dobbins, G H. Effects of self-esteem on leneincy bias in self-reports of performance. Personnel Psychology, 1989, 42(4): 835~853 [25] Robbins T L, DeNisi A S. A closer look at interpersonal affect as a distinct influence on cognitive processing in performance evaluations. Journal of Applied Psychology, 1994, 79: 341~353 [26] Varma A, DeNisi A S, Peters L H. Interpersonal affect and performance appraisal: a field study. Personnel Psychology, 1996, 49: 341~360 [27] Villanova P, Bernardin H, Dahmus S A, etal. Rater leniency and performance appraisal discomfort. Educational & Psychological Measurement, 1993, 53(3): 789~799 [28] Woehr D J, Huffcutt A I. Rater training for performance appraisal: A quantitative review. Journal of Occupational and Organizational Psychology,1994,67(3):189~205 [29] Davidson R N. Providing comparative feedback to raters as a training intervention to reduce strictness and leniency bias in performance appraisals. Dissertation Abstracts International: Section B: The Sciences & Engineering, 2004, 65(1-B): 469~470 [30] Wolfe E W. Identifying rater effects using latent trait models. Psychology Science,2004,46(1): 35~51 The Influence Factors and Remedies of Leniency Effect in Performance Appraisal Zhou Hao 1, Long Lirong 2 ( 1 College of Psychology, Central China Normal University, Wuhan , China) ( 2 College of Management, Huazhong University of Science and Technology, Wuhan , China) Abstract: Leniency effect in performance appraisal had great harmful influences on human resource management. In this paper, leniency effect was analyzed in three dimensions: situational factors, instrumental factors and rater factors. Organizational culture, purpose of appraisal and rater anonymity were regarded as situational factors. Standards of rating was discussed as instrumental factor especially. Motivation, cognitive process, affects, moods, and raters stabile personal traits were regarded as rater factors. At the same time, suggestions of how to cope with leniency effect were provided. Finally, some aspects that need to further research were proposed. Key words: performance appraisal, leniency effect, rater.

语篇中指代词的分布规律与心理机制*

语篇中指代词的分布规律与心理机制* 2005132227~238 Advances in Psychological Science 1 2 1 430079 2 430081 3 PLS B849:C93 1 [1] 45~65 Hofstede [2] Chemers Hofstede [4,5] Chemers idiographic approach [6] nomothetic approach HouseWright [3]