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題名 以管理才能測驗、360度回饋探討軍中受訓幹部之個人－工作契合與學習反應、學習成效之關係
作者 蔣居和
Chiang Chu-Ho
貢獻者 張裕隆
蔣居和
Chiang Chu-Ho
關鍵詞 管理才能
管理才能測驗
360度回饋
多元來源評鑑
個人－工作契合
差距契合
剖面相關
日期 2002
上傳時間 17-Sep-2009 13:11:40 (UTC+8)
摘要 本研究之目的在於探討：（1）管理才能測驗與360度回饋之有效性，以及360度回饋之遞增效度；（2）以管理才能測驗及360度回饋為基礎之「個人—工作契合」對學習反應（受訓滿意、受訓壓力）及學習成效（受訓表現、學科測驗、實務驗收、部隊見習、總成績）的預測效果。
本研究樣本為接受短期軍官養成教育之義務役預官，共358人進行管理才能測驗評量，其中實習幹部41人接受360度回饋之評量。研究結果顯示：（1）管理才能測驗能預測受訓滿意、受訓壓力、受訓表現及實務驗收等效標，而360度回饋能預測受訓表現、學科測驗、實務驗收、部隊見習、總成績等效標；（2）控制管理才能測驗的效果後，360度回饋對於學科測驗、實務驗收、部隊見習、總成績等學習成效效標具有遞增預測效度（△R2=.14~.23）；（3）管理才能測驗之差距契合|D|測驗對受訓滿意、受訓壓力、受訓表現、實務驗收及總成績等具有預測力，而相關契合Q測驗對受訓表現、部隊見習等具有預測力。然而，無論是差距契合|D|測驗或相關契合Q測驗，均未能比管理才能測驗具有更高的預測力；（4）360度回饋之差距契合|D|360對受訓表現、學科測驗、實務驗收、部隊見習及總成績等具有預測力，而相關契合Q360則對任何效標均不具預測力，且不論是差距契合|D|360或相關契合Q360，均未能比為360度回饋具有更高的預測力；（5）差距契合|D|測驗對受訓滿意、受訓表現等效標的預測力高於相關契合Q測驗；差距契合|D|360對總成績的預測力高於相關契合Q360。
最後，研究者並進一步提出本研究之限制、後續研究方向，以及實務應用之建議，以提供軍事及企業組織加以參考運用。
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描述 碩士
國立政治大學
心理學研究所
88752003
91
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0088752003
資料類型 thesis
dc.contributor.advisor 張裕隆zh_TW
dc.contributor.author (Authors) 蔣居和zh_TW
dc.contributor.author (Authors) Chiang Chu-Hoen_US
dc.creator (作者) 蔣居和zh_TW
dc.creator (作者) Chiang Chu-Hoen_US
dc.date (日期) 2002en_US
dc.date.accessioned 17-Sep-2009 13:11:40 (UTC+8)-
dc.date.available 17-Sep-2009 13:11:40 (UTC+8)-
dc.date.issued (上傳時間) 17-Sep-2009 13:11:40 (UTC+8)-
dc.identifier (Other Identifiers) G0088752003en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/32466-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學研究所zh_TW
dc.description (描述) 88752003zh_TW
dc.description (描述) 91zh_TW
dc.description.abstract (摘要) 本研究之目的在於探討：（1）管理才能測驗與360度回饋之有效性，以及360度回饋之遞增效度；（2）以管理才能測驗及360度回饋為基礎之「個人—工作契合」對學習反應（受訓滿意、受訓壓力）及學習成效（受訓表現、學科測驗、實務驗收、部隊見習、總成績）的預測效果。
本研究樣本為接受短期軍官養成教育之義務役預官，共358人進行管理才能測驗評量，其中實習幹部41人接受360度回饋之評量。研究結果顯示：（1）管理才能測驗能預測受訓滿意、受訓壓力、受訓表現及實務驗收等效標，而360度回饋能預測受訓表現、學科測驗、實務驗收、部隊見習、總成績等效標；（2）控制管理才能測驗的效果後，360度回饋對於學科測驗、實務驗收、部隊見習、總成績等學習成效效標具有遞增預測效度（△R2=.14~.23）；（3）管理才能測驗之差距契合|D|測驗對受訓滿意、受訓壓力、受訓表現、實務驗收及總成績等具有預測力，而相關契合Q測驗對受訓表現、部隊見習等具有預測力。然而，無論是差距契合|D|測驗或相關契合Q測驗，均未能比管理才能測驗具有更高的預測力；（4）360度回饋之差距契合|D|360對受訓表現、學科測驗、實務驗收、部隊見習及總成績等具有預測力，而相關契合Q360則對任何效標均不具預測力，且不論是差距契合|D|360或相關契合Q360，均未能比為360度回饋具有更高的預測力；（5）差距契合|D|測驗對受訓滿意、受訓表現等效標的預測力高於相關契合Q測驗；差距契合|D|360對總成績的預測力高於相關契合Q360。
最後，研究者並進一步提出本研究之限制、後續研究方向，以及實務應用之建議，以提供軍事及企業組織加以參考運用。		zh_TW
dc.description.tableofcontents 目　　次
圖目次 .................................... Ⅲ
表目次 .................................... Ⅳ

第一章　緒論 .............................. 1
第一節 研究動機與目的 ................. 1
第二節 名詞釋義 ....................... 5
第二章 文獻探討 ........................... 7
第一節 才能的源起 ..................... 7
第二節 管理才能的評量構面.............. 11
第三節 管理才能的評量方式 ............. 16
第四節 個人與工作契合度 ............... 22
第五節 研究假設摘要 ..................... 33
第三章　研究方法 .......................... 34
第一節 研究樣本 ....................... 34
第二節 研究工具 ....................... 36
第三節 研究程序 ....................... 40
第四章 研究結果 .......................... 48
第一節 預測變項與效標變項之相關分析... 48
第二節 360度回饋與管理才能測驗之遞增效度分析 .... 56
第三節 個人—工作契合與管理才能測驗之預測力比較.. 59
第四節 個人—工作契合與360度回饋之預測力比較 .... 63
第五節 個人－工作契合指標之預測力比較 ….……….. 67
第六節 結論 ………………………….....…...…….. 71
第五章 討論與建議 ……........................…...... 72
第一節 研究假設探討 …........................... 72
第二節 研究限制 …….................................80
第三節 研究建議................................ .. 83
參考文獻 ............................................. 85
附錄A 管理才能模式調查問卷 .......................... 95
附錄B 360度評量問卷 ..……...................... .... 97
附錄C 360度回饋提名單 ………........................ 98
附錄D 360度回饋填答說明 ……........................ 100
附錄E 管理才能測驗標竿剖面調查問卷 ................. 101
附錄F 360度回饋標竿剖面調查問卷 ….................. 102
附錄G 契合度計算範例 ..……........................ 103		zh_TW
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dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0088752003en_US
dc.subject (關鍵詞) 管理才能zh_TW
dc.subject (關鍵詞) 管理才能測驗zh_TW
dc.subject (關鍵詞) 360度回饋zh_TW
dc.subject (關鍵詞) 多元來源評鑑zh_TW
dc.subject (關鍵詞) 個人－工作契合zh_TW
dc.subject (關鍵詞) 差距契合zh_TW
dc.subject (關鍵詞) 剖面相關zh_TW
dc.title (題名) 以管理才能測驗、360度回饋探討軍中受訓幹部之個人－工作契合與學習反應、學習成效之關係zh_TW
dc.type (資料類型) thesisen
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