基于模糊逻辑的高校知识员工绩效评价研究
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摘要
高校知识员工绩效特征是人力资源管理的关键环节和重要内容,是改善高校知识员工高流动性和高聚集性的主要手段。基于高校知识员工绩效特征分析和模糊逻辑设计,首先构建高效知识员工绩效评价基本框架,结合理论分析与实证研究,由高校知识员工绩效行为识别特征分析绩效特征,并结合知识员工类别差异给出了横向和纵向比较知识员工绩效特征;其次构建模糊逻辑,给出了不同类别知识员工特征下元规则和前后件添加建议;最后给出高校知识员工绩效评价流程图并得出结论:1对应不同类型高校知识员工,高校知识员工评价时效性适当延长,以助于孵化代表性科学研究成果;2代表性绩效特征主导高校知识员工评价,减少高校知识员工非道德行为;3高校知识员工评价门槛低设置,评价指标高设置,以利于创新知识的分享和推广。
引文
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[16].Harris M F,Vining W.The IE's future role in improving knowledge worker productivity[J].Industrial Engineering,1987,19(7):28-32.
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[22].张光进.基于绩效特征的考评方法权变选择-对高校知识员工的研究[D].2008,华中科技大学.
[2].德鲁克.人与绩效:德鲁克管理精华[M].闾佳译.北京:机械工业出版社,2015.
[3].Borman W C,Motowidlo S J.Task performance and contextual performance:the meaning for personnel selection research[J].Human Performance,1997,10(2):99-109.
[4].Drucker P F.Knowledge worker productivity:the biggest challenge[J].California Management Review,1999,41(2):79-94.
[5].金保华,王英.美国州立大学应用型创新人才培养协同机制及启示[J].现代教育管理,2016,(11):110-115.
[6].王兆旭,薛惠锋.基于相关性分析的世界一流大学影响因素研究[J].现代教育管理,2016,(10):18-23.
[7].Davenport T H,Robert J,Susan C.The mysterious art and science of knowledge worker performance[J].Sloan Management Review,2002,44(1):23-30.
[8].Vogt E E.The nature of work in 2010[J].Telecommunication,1995,29(9):21-27.
[9].Horibe,F.Managing Knowledge Workers:New Skills and Attitudes to Unlock the Intellectual Capital in Your Organization[M].Toronto:John wiley&Sons,1999.
[10].杨杰,方俐洛,凌文辁.关于知识工作者与知识性工作的实证解析[J].科学学研究,2004,4:190-196.
[11].Menzies T,Kocaguneli E,Minku L,et al.The importance of goals in model-based reasoning[J].Sharing data and models in software engineering,2015,23:305-320.
[12].Aiello M,Giorgini P.Applying the Tropos methodology for analyzing web services requirements and reasoning about qualities of services[J].CEPIS Upgrade the European journal of the informatica professional,2004,5(4):20-26.
[13].Scarbrough H.Knowledge as work:conflicts in the management of knowledge workers[J].Technology Analysis&Strategic Management,1999,11(1):5-16.
[14].Mládkováa L,Zouharováb J,NovyJ.Motivation and Knowledge Workers[J].Social and Behavioral Sciences,2015,207:768-776.
[15].Yu L D,Hwang S L.Development of mental workload measurement in flexible manufacture system[J].Human Factors and Ergonomics in Manufacturing,1998,8(1):41-62.
[16].Harris M F,Vining W.The IE's future role in improving knowledge worker productivity[J].Industrial Engineering,1987,19(7):28-32.
[17].Alvesson M.Management of knowledge-intensive companies[M].Berlin:Walter de Gruyter,1995.
[18].Overby W M.Technique for group time measurement simplifies indirect labor observation[J].Industrial Engineering,1983,15(7):34-40.
[19].Pasmore W A.The future of job and organizational design:required shifts in our thinking[C].Proceedings of the Academy of Management Annual Conference,Cincinnati,OH,1997.
[20].Barrick M R,Mount M K.The big five personality dimensions and job performance:a meta-analysis[J].Personnel Psychology,1993,44:1-26.
[21].廖建桥,文鹏.高校知识员工定义、特征及分类研究述评[J].管理学报,2009,6(2):277-283.
[22].张光进.基于绩效特征的考评方法权变选择-对高校知识员工的研究[D].2008,华中科技大学.