Please use this identifier to cite or link to this item:
https://ah.lib.nccu.edu.tw/handle/140.119/85489| DC Field | Value | Language |
|---|---|---|
| dc.contributor.advisor | 張裕隆 | zh_TW |
| dc.contributor.author | 林玉玲 | zh_TW |
| dc.creator | 林玉玲 | zh_TW |
| dc.date | 2000 | en_US |
| dc.date.accessioned | 2016-04-18T08:31:27Z | - |
| dc.date.available | 2016-04-18T08:31:27Z | - |
| dc.date.issued | 2016-04-18T08:31:27Z | - |
| dc.identifier | A2002001749 | en_US |
| dc.identifier.uri | http://nccur.lib.nccu.edu.tw/handle/140.119/85489 | - |
| dc.description | 碩士 | zh_TW |
| dc.description | 國立政治大學 | zh_TW |
| dc.description | 心理學系 | zh_TW |
| dc.description.abstract | 本研究之主要目的在於探討影響主管人員對於360度回饋態度以及行為改變意圖的相關因素，這些因素包括回饋預期一致性、程序公平、組織支持、個人特質（內外控及成就動機）等。 | zh_TW |
| dc.description.tableofcontents | 封面頁\r\n證明書\r\n致謝詞\r\n論文摘要\r\n目錄\r\n圖目錄\r\n表目錄\r\n第一章 緒論\r\n第一節 研究動機與目的\r\n第二節 名詞釋義\r\n第二章 文獻探討\r\n第一節 管理才能\r\n第二節 360度回饋\r\n第三節 績效回饋\r\n第四節 回饋預期一致性\r\n第五節 程序公平知覺\r\n第六節 組織支持\r\n第七節 個人特質\r\n第八節 研究假設與研究架構\r\n第三章 研究方法\r\n第一節 研究樣本\r\n第二節 研究工具\r\n第三節 研究程序\r\n第四章 研究結果\r\n第一節 因素分析\r\n一 程序公平知覺\r\n二 員工對360度回饋系統的態度\r\n第二節 研究變項之信度分析\r\n第三節 相關分析\r\n一 評分來源之相關分析\r\n二 管理才能評量向度之獨立性分析\r\n三 研究變項之相關分析\r\n第四節 回饋與預期結果一致性之單因子變異數分析\r\n第五節 360度回饋態度及行為改變意圖之多元迴歸分析\r\n第六節 員工對360度回饋系統的態度中介效果檢定\r\n第五章 討論與建議\r\n第一節 研究假設之探討\r\n第二節 研究限制\r\n第三節 研究建議\r\n參考文獻\r\n附錄\r\n附錄Ａ\r\n附錄Ｂ\r\n附錄Ｃ\r\n附錄Ｄ\r\n附錄Ｅ | zh_TW |
| dc.source.uri | http://thesis.lib.nccu.edu.tw/record/#A2002001749 | en_US |
| dc.subject | 360度回饋 | zh_TW |
| dc.subject | 行為改變意圖 | zh_TW |
| dc.subject | 程序公平知覺 | zh_TW |
| dc.subject | 回饋預期一致性 | zh_TW |
| dc.subject | 360度回饋態度 | zh_TW |
| dc.subject | 組織支持 | zh_TW |
| dc.subject | 內外控 | zh_TW |
| dc.subject | 成就動機 | zh_TW |
| dc.subject | 管理才能 | zh_TW |
| dc.subject | 組織文化 | zh_TW |
| dc.title | 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 | zh_TW |
| dc.type | thesis | en_US |
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