{"resolved":true,"match_type":"uuid","source_type":"original_book","book_id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","title":"总体绩效资本主义新精神","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787513647939","requested_by":"printed_page","book":{"source_type":"original_book","book_id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","uuid":"01d9787f-4c57-445a-9e15-ce10dae3b33e","title":"总体绩效资本主义新精神","normalized_title":"总体绩效资本主义新精神","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787513647939","isbns":["9787513647939"],"parsed":true,"ai_readable":true,"document_type":"book","page_count":221,"navigation_url":"https://workshop.closeclaw.top/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e","title_url":"https://workshop.closeclaw.top/ai/title/%E6%80%BB%E4%BD%93%E7%BB%A9%E6%95%88%E8%B5%84%E6%9C%AC%E4%B8%BB%E4%B9%89%E6%96%B0%E7%B2%BE%E7%A5%9E","fixed_page_url_template":"https://workshop.closeclaw.top/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e/page/{printed_page}","path_api_url_template":"https://workshop.closeclaw.top/api/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e/page/{printed_page}","read_url":"https://workshop.closeclaw.top/api/ai/read/01d9787f-4c57-445a-9e15-ce10dae3b33e","page_url":"https://workshop.closeclaw.top/api/ai/books/01d9787f-4c57-445a-9e15-ce10dae3b33e/page","search_url":"https://workshop.closeclaw.top/api/ai/books/01d9787f-4c57-445a-9e15-ce10dae3b33e/search"},"page":{"printed_page":161,"pdf_page":170,"physical_index":170,"physical_index_base":0,"printed_page_status":"recognized","page_sha256":"0f16d09b7bc4baf107f2c57461b797dc1c2baf7f6de6ff3534a30cef826d9db1"},"chapter":"第六章 绩效体制的多样化","content":"一、四种绩效机制\n\n通过对占主导地位的绩效模式变化进行共时的分析，我们可以发现这种变化建立了一种普遍主义的单义的模式。事实上，多种绩效机制要么是以共存的方式存在，要么是以混合的机制交织在一起。本尼迪克特·齐默曼（BénédicteZim-mermann）提出，在社会科学的知识基础重建中，存在着要求普遍性和要求多样性的双重压力。多种绩效体系有同样的性质。根据我们的观点，绩效机制之所以具有多样性是因为在构建了绩效概念的思想体系以外，还存在着许多种实现绩效的方式。即便有某种结构基础需要塑造统一的形式，实现这些形式并赋予它可操作性的经济主体和制度却是与原本的形式相配套的。这种围绕着主导趋势所发生的不显著的变化使得多元的评价方式变得显而易见这也意味着潜在的对立或冲突—只有这种变化能够同时解释是谁代表着效率的争论（Eymard-Duvernay，1999)以及“同意和分歧、接受或批评，这类交替中任何一方的突然转变”(Boltanski,2010)。\n\n在我们已经探讨过的问题之中，有两个主要的因素关系着绩效体制及其配套指标。一个是产生绩效机制的过程。\n\n第六章 绩效体制的多样化\n\n161","previous_page":160,"next_page":162}