弗洛伊德的“冰山理论”揭示了人的人格中有意识的层面只是冰山的尖角部分,人的心理行为中绝大部分是冰山下面巨大而看不见的三角形底部,而决定人的行为的正是这看不见的部分。绩效考评主体也受到“看不见的部分”的巨大影响,主观上力求使结果做到准确和客观,但仍然会使绩效考评发生偏差。本文从此角度出发,论述了绩效考评主体偏差的表现形式及其防范措施。 Freud’s “theory of iceberg” reveals that the conscious dimension of human personality is only the tip of the iceberg. Most of the psychological behavior of a person is the bottom of a huge, invisible triangle below an iceberg, It is this invisible part of the act. The main body of performance appraisal is also greatly affected by “invisible ”, subjectively strive to make the results accurate and objective, but still make the performance appraisal bias. This article from this point of view, discusses the performance evaluation of the main manifestations of deviation and preventive measures.