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https://ah.lib.nccu.edu.tw/handle/140.119/84958| 題名: | 360度回饋與績效改善之縱貫性實證研究 | 作者: | 范傑倫 Fan, Chieh-Lun |
貢獻者: | 張裕隆 范傑倫 Fan, Chieh-Lun |
關鍵詞: | 管理才能 360度回饋 績效改善 自評與他評一致性 自我效能 知覺組織支持 評量目的 |
日期: | 2001 | 上傳時間: | 15-四月-2016 | 摘要: | 本研究乃一縱貫性之實證研究，主要目的在於探討：（1）實施360度回饋二年之成效，（2）針對不同的自評與他評一致性之主管，探討其績效改善之情形，與（3）自評改變之情況，（4）自我效能與知覺組織支持對行為改變之影響，以及（5）不同的評量目的，對主管評量之影響。本研究樣本為國內某建築業之初、中、高階主管，共計61位，研究時間長達二年。研究結果發現，執行360度回饋後，受評主管第二年之績效表現有顯著的改善；在第二年，「高估者」及「一致╱低者」有顯著的績效改善，而「低估者」與「一致╱高者」則無；此外，「低估者」與「一致╱低者」會提高自評，而「高估者」與「一致╱高者」之自評則無改變；此外，「自我效能」與「知覺組織支持」並不影響績效改善，但在單純主要效果分析中發現，高自我效能者有顯著的績效改善，低自我效能者則無；而不同的「評量目的」，確實會影響主管的評量正確性，且以「員工發展」為目的之360度回饋中的主管回饋，能有效預測受評者未來的績效表現，此外，本研究亦發現執行360度回饋後，主管之評量正確性有提高之傾向。最後，本研究並進一步指出研究之限制、後續相關研究之方向，以及企業實施360度回饋之實務建議。 | 參考文獻: | 一、中文部分\r\n何永福、楊國安（1993）。人力資源策略管理。台北：三民書局。\r\n林玉玲（2000）。回饋預期一致性、程序公平、組織支持、個人特質對360度回饋態度與行為改變意圖之影響。國立政治大學心理研究所碩士論文。\r\n林清山（1992）。心理與教育統計學。台北：東華出版社。\r\n徐佩汶（1997）。自我效能與績效關係之研究—以壽險業務員為例。國立中正大學企業管理研究所碩士論文。\r\n徐崇文（2000）。以360度回饋探討影響主管人員行為改變意圖相關因素之實證研究。國立政治大學心理研究所碩士論文。\r\n郭乃瑋（1999）。探討影響員工對三百六十度績效評估態度之因素。私立東吳大學企業管理研究所碩士論文。\r\n張裕隆（1997a）。360度回饋（一）。國魂，624期，頁73-75。\r\n張裕隆（1997b）。360度回饋（二）。國魂，625期，頁71-73。\r\n張裕隆（1998）。我國「管理才能評鑑工具」發展及信效度分析研究(Ⅰ)。國科會專題研究報告。\r\n張鐵軍（1999）。國際企業經理人績效評估構面之比較：以美、日兩國為例。私立中國文化大學國際企業管理研究所博士論文。\r\n康亞佩（2000）。台灣地區外籍勞工適應問題因素分析及其甄選之意義。私立東吳大學企業管理研究所碩士論文。\r\n麥孟生（2000）。個人心理類型、自我效能及態度對電腦學習成效之影響。國立中央大學資訊管理研究所碩士論文。\r\n劉岡憬（1998）。以360度回饋探討主管人員自他評一致性與領導效能關係之實證研究。國立政治大學心理研究所碩士論文。\r\n劉麗華（2000）。主管管理才能評鑑360度回饋對受評者態度之影響。國立中央大學人力資源管理研究所碩士論文。\r\n潘清泉（1993）。人事考核：評價與培育—人才活性化實務。台北：超越企管顧問股份有限公司。\r\n二、英文部分\r\nAshford, S.（1989）. 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Paper presented at the American Psychological Association Meeting, New York. | 描述: | 碩士 國立政治大學 心理學系 |
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