摘要
360度反馈近年逐步流行于中国企业,但在中国企业实施遭遇寒流,甚至产生"水土不服"的现象。在介绍360度反馈的定义、理论依据的基础上,着重探讨中西文化背景如何影响该评估方法并导致评估偏差的出现,并且利用内团体偏差、自我效能感、社会比较、社会公平等理论来解释360度反馈在我国企业实施过程中出现的心理因素。企业在借鉴该考核方法时,不能为"赶时髦"而盲目照搬,要考虑文化因素的影响。
Recently,the 360-degree feedback theory becomes gradually popular in Chinese enterprises,but it＇s difficult to apply,or even has a ＂not acclimatized＂ phenomenon.This paper describes the definition of 360-degree feedback and the theoretical basis.It investigates how the culture impacts the evaluation method and leads to the emergence of partial differential assessment.With the theory of in-group bias,self-efficacy,social comparison,social justice and other theories,the paper explains psychological factors arising in the course of the 360-degree feedback supply in Chinese enterprises.Therefore,companies can＇t blindly copy when using the assessment method,but should consider the cultural factors.
出处
《科技管理研究》
北大核心
2010年第21期245-248,共4页
Science and Technology Management Research
关键词
360度反馈
文化
偏差
心理因素
360 degree feedback
culture
bias
psychological factors
