摘要
随着全球化经济时代进展的日益加快，我国企业面临着来自世界各地企业的
激烈竞争。尤其是进入到知识经济时代，掌握核心知识的知识型人才成为了影响
企业经营和发展的重要因素。而高效合理的发展型绩效考核制度，是有效激发员
工胜任力提升员工绩效的方法之一。因此，如何运用发展型绩效考核制度来吸引
和留住知识型员工成为了企业面临的企业亟需解决的重要问题。
本文在社会交换理论的基础上，以知识型员工为研究对象，构建和检验了知
识型员工胜任力在发展型绩效考核对多维工作绩效之间的中介作用。首先，本文
通过对文献研究，构建了“发展型绩效考核—胜任力—工作绩效”理论模型。其
次，本文以问卷调查的方式对知识型员工进行了数据收集，采用 SPSS22.0以及
AMOS26.0、MPLUS7.4统计分析软件，采用描述性统计分析、差异性检验、相
关分析、回归分析、结构方程分析等方法进行数据分析，验证研究假设和研究模
型。
本文研究结果表明：（1）发展型绩效考核在职位等级方面具有显著差异，胜
任力在性别方面具有显著差异，工作绩效在教育程度、工作年限、部门性质、单
位性质具有显著差异；发展型绩效考核、胜任力和工作绩效在其他方面不具有显
著差异。（2）发展型绩效考核对知识型员工工作绩效的任务绩效、关系绩效、学
习绩效、创新绩效四个维度均具有显著的正向影响；（3）发展型绩效考核对知识
型员工胜任力具有显著的正向影响；（4）知识型员工胜任力对工作绩效的任务绩
效、关系绩效、学习绩效、创新绩效四个维度具有显著的正向影响；（5）知识型
员工胜任力在发展型绩效考核与工作绩效之间具有中介作用。
基于上述研究结论，本文在理论层面上深化了发展型绩效考核的影响结果研
究，揭示了发展型绩效考核对于知识型员工工作绩效的内在作用机制。同时，在
实践层面上，本文为企业构建发展型绩效考核制度、促进知识型员工胜任力提升、
以及改善知识型员工工作绩效表现等方面提供了借鉴和启示。
关键词：发展型绩效考核；胜任力；工作绩效；知识型员工
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Abstract
With the accelerating progress in the era of global economy, Chinese enterprises
are facing fierce competition from enterprises all over the world. Especially in the era
of knowledge economy, knowledge-based talents who master core knowledge have
become an important factor that affects the operation and development of enterprises.
An efficient and reasonable developmental performance appraisal system is one of the
ways toeffectively stimulate employees'competency and improveemployees'
performance. Therefore, how to use the developmental performance appraisal system
to attract and retain knowledge employees has become an important problem that
enterprises are facing.
Based on the theory of social exchange, this paper takes knowledge employees
as the research object, and constructs and tests the mediating role of knowledge
employees'competencybetweendevelopmentalperformanceappraisaland
multidimensional work performance. First of all, this paper constructs a theoretical
model of"developmental performance appraisal-competency-workperformance"
through literature research. Secondly, this paper collected the data of knowledge
employees byquestionnaire, andused SPSS22.0, AMOS26.0and MPLUS7.4
statistical analysis software to analyze the data by descriptive statistical analysis,
difference test, correlation analysis, regression analysis, structural equation analysis to
verify the research hypothesis and model.
The results of this study show that: (1) Developmental performance appraisal has
significant differences in position level, competency has significant differences in
gender, and work performance has significant differences in education level, working
years, department and unit; developmental performance appraisal, competency and
workperformancehavenosignificantdifferencesinotherrespects;(2)
Developmental performance appraisal has significant positive influence on the four
dimensions of knowledge employees' work performance, such as task performance,
relationship performance, learning performance and innovation performance; (3)
Developmental performance appraisalhas a significant positiveimpact on the
competency of knowledge employees; (4) Knowledge employees' competency has a
significant positive impact onthe four dimensions of work performance:task
performance,relationshipperformance,learningperformanceandinnovation
performance; (5) Knowledge employees' competency plays an intermediary role
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between developmental performance appraisal and work performance.
Based on the above research conclusions, this paper theoretically deepens the
research on the influence results of developmental performance appraisal, and reveals
the internalmechanism of developmentalperformance appraisalon the work
performance of knowledge employees. At the same time, on the practical level, this
paper provides reference and enlightenment for enterprises to build a developmental
performance appraisal system, promote the competence of knowledge employees and
improve their work performance.
Key Words：Developmental performance appraisal, Competency, Work Performance,
Knowledge Employees
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