THE IMPACT OF EVALUATION-BASED PERFORMANCE APPRAISAL ON THE PROFESSIONAL DEVIANT BEHAVIORS OF MEDICAL STAFF

Performance appraisal is divided into two types: developmental and evaluative. To enhance medical quality and efficiency, the healthcare service system widely adopts evaluative performance appraisal as a key management tool, primarily focusing on short-term goal achievement and closely linking compensation, promotions, and task indicators. On one hand, the "reward diligence and penalize laziness" mechanism can effectively motivate employees to improve performance output. On the other hand, if the appraisal system excessively pursues instrumentalism, this overemphasis on results and competition can translate into psychological pressure for employees, triggering work-related anxiety and even leading some to engage in professional misconduct to achieve targets. This phenomenon is particularly pronounced in high-pressure environments like healthcare work. Currently, research on evaluative performance appraisal predominantly examines its direct relationship with job performance, while lacking in-depth exploration of the psychological transmission mechanisms behind professional misconduct and the moderating role of individual stress resilience. Based on this, this study selects the Conservation of Resources Theory as its theoretical foundation. From a stress-coping perspective, it treats workplace anxiety as a mediating variable and employee resilience as a moderating variable, systematically analyzing the impact pathway of evaluative performance appraisal on healthcare workers' professional misconduct. By leveraging workplace anxiety, the study reveals the intrinsic connection between evaluative performance appraisal and professional misconduct, while introducing employee resilience to explore how it moderates the relationships among evaluative performance appraisal, work-related anxiety, and professional misconduct.