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主観的業績評価の理論と現実― 大手自動車販売会社の人事・製品取引データと社員意識調査結果との接合データによる検証

Author

Listed:
  • 高橋, 新吾
  • 都留, 康
  • 上原, 克仁

Abstract

この論文の目的は,主観的業績評価の功罪を実証的に明らかにすることにある.現代の職場では,客観的成果指標の利用可能性は限られており,主観的評価が用いられることが普通である.主観的評価には,(1)マルチタスクがある場合のインセンティブ強化に役立つ,(2)制御不能なリスクの軽減に利用することによりインセンティブの強化をもたらすというポジティブな側面がある一方で,(3)えこひいきなどのバイアスが伴い,(4)そのバイアスが生産性に悪影響を及ぼすというネガティブな側面もあることを理論研究は示唆してきた.本稿では,大手自動車販売会社の人事・製品取引データと社員意識調査データとの接合データを用い,そうした理論的予測の実証分析を行った.分析の結果,4つの命題はおおむね実証的に支持された.しかし,マルチタスクがある場合のインセンティブ強化とバイアスがある場合の生産性の低下への統計的支持は限界的なものにとどまった

Suggested Citation

  • 高橋, 新吾 & 都留, 康 & 上原, 克仁, 2011. "主観的業績評価の理論と現実― 大手自動車販売会社の人事・製品取引データと社員意識調査結果との接合データによる検証," Discussion Paper Series 553, Institute of Economic Research, Hitotsubashi University.
  • Handle: RePEc:hit:hituec:553
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    More about this item

    JEL classification:

    • M50 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - General
    • M52 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials

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