基于低绩效归因的惩处程度讨论林 锋(同济大学经济与管理学院 上海 200092)摘要：员工的低绩效是任何一个企业都无法回避的问题。若不能适当、有效的对低绩效员工实施惩处，不仅使得这些员工的低绩效得以延续，还将影响其他员工的士气，进而影响整个团队和组织的绩效。本文利用归因理论对员工的低绩效进行归因，并以情感反应为切入点，分析在各类归因情形下对员工惩处的轻重程度，以期望为管理低绩效员工提供一些借鉴。关键词：低绩效；归因；情感反应；惩处﹒Research in the degree of punishment based on the attribution of poor performanceLIN Feng(School of Economics & Management, Tongji University, Shanghai 200092)Abstract：The problem of employees’ poor performance is inevitable for any company. If the managers don’t punish these employees suitably and effectively, this problem will go on. Moreover, it is possible that the morale of other employees will be depressed. Thus it may influence the performance of the team and the company. This paper is to apply attribution theory to analyze the causes which result in employees’ poor performance. Then, by analyzing affective response the paper expounds the degree of punishment in the case of every attribution, expecting to guide the work of punishment.Keyword：poor performance；attribution；affective response；punishment一. 引言1976 年，Anderson 对 1600 名制造业员工的调查表明：低绩效员工所占比例虽小，却导致了组织的绝大部分问题。若不能适当、有效的对低绩效员工实施惩处，不仅使得这些员工的低绩效得以延续，还将影响其他员工的士气，进而影响整个团队和组织的绩效。然而，管理者们在选用惩处措施时，往往有失偏颇。1980 年，O'Reilly III, C. A.和 B. A. Weitz 在的一项讨论中提出了四点假设：其一，对低绩效雇员问题理解的差异将影响惩处方式的选用；其二，管理者处理问题风格的差异将影响惩处方式的选用；其三，对雇员问题理解的差异将影响管理者处理问题的风格；其四，对低绩效雇员进行惩处将会改进组织的绩效。图 1 的模型体现的是四点假设之间的关系。O'Reilly II...
