Employees’ psychological ownership and self-efficacy as mediators between performance appraisal purpose and proactive behavior

• Min Qiu

  Huazhong University of Science and Technology

• Bei Hu

  Huazhong University of Science and Technology

• Xu Zhang

  Huazhong University of Science and Technology

• Yucai Li

  Huazhong University of Science and Technology

We analyzed the impact of performance appraisal purpose on employees’ proactive behavior, and explored the roles of psychological ownership and self-efficacy as mediators in this relationship. We conducted a survey with 512 employees of enterprises in 4 cities in China. The results of analysis of the data collected showed that an evaluative performance appraisal had a negative influence on the employees’ proactive behavior whereas a developmental performance appraisal had a positive influence. Psychological ownership and self-efficacy were found to have an intermediary role between performance appraisal purpose and the employees’ proactive behavior. Self-efficacy had a significant positive effect on psychological ownership. Implications of these results for theory and management practice are discussed.

1. Min Qiu, Huazhong University of Science and Technology
   School of Management
2. Bei Hu, Huazhong University of Science and Technology
   School of Management
3. Xu Zhang, Huazhong University of Science and Technology
   School of Management
4. Yucai Li, Huazhong University of Science and Technology
   School of Management

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