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題名 考績謬誤之實證研究-以 T 公司為例
The Empirical Study of Performance Rating Errors
作者 陳佳盈
Chen, Chia-Ying
貢獻者 周冠男
陳佳盈
Chen, Chia-Ying
關鍵詞 考績謬誤
工作績效
Rating Error
Performance
日期 2023
上傳時間 2-Aug-2023 13:21:03 (UTC+8)
摘要 本研究的樣本資料取自2021年T公司人事資料庫的統計資料庫，收集411筆資料，探討影響T企業員工工作績效的因素。研究結果發現，工作相當能力對於員工的工作績效具有顯著的正向影響；亦即工作相當能力越高的員工，愈具有好的工作考績表現。另外與「考績謬誤」（rating errors）有關的相關變數，例如：年資、職位高低等，在本研究的實證分析結果，並未發現對於考績有顯著的影響性，說明T公司並不存在考績謬誤的「潛規則」現象。
The sample data of this study was obtained from the personnel database of Company T in 2021, and 411 data were collected to investigate the factors affecting the performance of employees. The results of this study revealed that job-equivalence had a significant positive effect on the performance of employees. The study found that job equivalence had a significant positive effect on employees` performance; that is, the higher the job equivalence, the better the employees` performance on job evaluation. The results of the empirical analysis of this study did not reveal any significant influence on the performance of the employees, such as seniority and position, indicating that there is no "potential rule" for rating errors in company T.
參考文獻 李光雄。（1995）。〈公務人員高考及格人員升遷情形之研究〉。《考銓季刊》 2： 23-36。

黃仲毅, 黃國哲, 湯澡薰, 楊銘欽, 楊哲銘, 張維容, & 張蕙芝. （2003）. 醫院員工對薪酬公平的 認知與其工作態度關係之探討. 台灣公共衛生雜誌, 22（1）, 55-68.

蔡天生, 孫仲山, &黃慈惠. （2009）. 薪酬公平認知對薪資滿足, 組織承諾與工作投入之個案研究. 若瑟醫護雜誌, 3（1）, 5-15.

彭祥溢. （2016）. 員工士氣與乘客滿意度之關係：薪資制度之干擾影響.多國籍企業管理評論 , 10（1）, 87-102.

高宥洋（2011）。考績法修正草案與考績謬誤之研究。公務人員月刊，182，21- 33

施能傑（1992a）。考績謬誤的類型與原因：理論闡述與經驗分析（上）。人事月刊，14（3），4-12。

施能傑（1992b）。考績謬誤的類型與原因：理論闡述與經驗分析（下）。人事月刊，14（4），4-13。

黃煥榮、方凱弘。（2013）。〈臺灣文官人力資本、生涯選擇及目標與升 遷狀況的性別差異：以2008年臺灣文官調查為例〉。《臺灣政治學刊》17，2：231-282。

林淑姬, 樊景立, 吳靜吉, &司徒達賢. （1994）. 薪酬公平, 程序公正與組織承諾, 組織公民行為 關係之研究. 管理評論, 13（2）, 87-107.

林嘉珍（2008）. 組織公平與員工福利滿意度之關聯性研究－以福利溝通為中介變項. 國立高雄 應用科技大學人力資源發展系碩士論文, 高雄市.

Adams, Stacy.（1965）. “Inequity in Social Exchange.” in Leonard Berkowitz. ed. Advances in Experimental Social Psychology: 267-299. San Francisco: Academic Press.

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. （2006）. Human resource management in public service: Paradox, processes, and problems （2nd Ed.）. Thousand Oaks, CA: Sage.

Campbell, John P. et al.（1993）. “A Theory of Performance.” in Neil Schmitt and Walter Borman. eds. Personnel Selection in Organizations: 35-70. San Francisco, CA: Jossey-Bass.

Spencer, L. M., & Spencer, S.（1993）“Competence at Work: Models for Superior performance. ” John Wiley & Sons, New York.

De Cremer, D., Van Dijke, M., & Bos, A. E.（2007）. When Leaders Are Seen as Transformational: The Effects of Organizational Justice. Journal of Applied Social Psychology, 37（8）, 1797-1816.

Herzberg, Frederick. （1968）. “One More Time: How Do You Motivate Employees?” Harvard Business Review 46: 36-44.

Huber, V. L.（1983）. An analysis of performance appraisal practices in the public sector: A review and recommendations. Public Personnel Management, 12（2）, 258-267.

Maslow, Harold.（1954）. Motivations and Personality. New York: Harper Collins.

McClelland, David.（1961）. The Achieving Society. New York: Free Press.

Millward, Lynne. （2005）. Understanding Occupational & Organizational Psychology. Thousand Oaks, CA: Sage.

Monteiro, Maria. S. et al.（2006）. “Work Ability of Workers in Different Age Groups in a Public Health Institution in Brazil.” International Journal of Occupational Safety and Ergonomics 12, 4: 417-427.

Rainey, Hal. G.（2009）. Understanding and Managing Public Organizations. San Francisco: Jossey-Bass.

Novitasari, D., Asbari, M., Wijaya, M. R., & Yuwono, T.（2020）. Effect of Organizational Justice on Organizational Commitment: Mediating Role of Intrinsic and Extrinsic Satisfaction. International Journal of Science and Management Studies （IJSMS）, 3（3）,

Robbins, Stephen.（2005）. Organizational Behavior. Upper Saddle River, N.J.: Pearson Prentice Hall.

Scholl, R. W., Cooper, E. A., & McKenna, J. F.（1987）. Referent selection in determining equity perceptions: Differential effects on behavioral and attitudinal outcomes. Personnel psychology, 40（1）, 113-124.

Singh, S. K., & Singh, A. P.（2019）. Interplay of organizational justice, psychological empowerment, organizational citizenship behavior, and job satisfaction in the context of circular economy. Management Decision, 57（4）, 937-952.

Summers, T. P. and W. H. Hendrix（1991）, “Modeling the role of pay equity perceptions: A field study.” Journal of Occupational Psychology, 64, No.1, pp.145-157.

Tuomi, Kaija et al.（1991）. “Work Load and Individual Factors Affecting Work Ability among Aging Municipal Employees.” Scandinavian Journal of Work, Environment & Health 17, S1: 128-134.

van den Berg, TI et al. （2009）. “The Effects of Work-Related and Individual Factors on the Work Ability Index: A Systematic Review.” Occupational and Environmental Medicine 66, 211-220.

Naff, Katherine and John Crum. （1999）. “Working for America: Does Public Service Motivation Make a Difference?” Review of Public Personnel Administration 19, 4: 5-16.
描述 碩士
國立政治大學
經營管理碩士學程(EMBA)
110932131
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0110932131
資料類型 thesis
dc.contributor.advisor 周冠男zh_TW
dc.contributor.author (Authors) 陳佳盈zh_TW
dc.contributor.author (Authors) Chen, Chia-Yingen_US
dc.creator (作者) 陳佳盈zh_TW
dc.creator (作者) Chen, Chia-Yingen_US
dc.date (日期) 2023en_US
dc.date.accessioned 2-Aug-2023 13:21:03 (UTC+8)-
dc.date.available 2-Aug-2023 13:21:03 (UTC+8)-
dc.date.issued (上傳時間) 2-Aug-2023 13:21:03 (UTC+8)-
dc.identifier (Other Identifiers) G0110932131en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/146379-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 經營管理碩士學程(EMBA)zh_TW
dc.description (描述) 110932131zh_TW
dc.description.abstract (摘要) 本研究的樣本資料取自2021年T公司人事資料庫的統計資料庫，收集411筆資料，探討影響T企業員工工作績效的因素。研究結果發現，工作相當能力對於員工的工作績效具有顯著的正向影響；亦即工作相當能力越高的員工，愈具有好的工作考績表現。另外與「考績謬誤」（rating errors）有關的相關變數，例如：年資、職位高低等，在本研究的實證分析結果，並未發現對於考績有顯著的影響性，說明T公司並不存在考績謬誤的「潛規則」現象。zh_TW
dc.description.abstract (摘要) The sample data of this study was obtained from the personnel database of Company T in 2021, and 411 data were collected to investigate the factors affecting the performance of employees. The results of this study revealed that job-equivalence had a significant positive effect on the performance of employees. The study found that job equivalence had a significant positive effect on employees` performance; that is, the higher the job equivalence, the better the employees` performance on job evaluation. The results of the empirical analysis of this study did not reveal any significant influence on the performance of the employees, such as seniority and position, indicating that there is no "potential rule" for rating errors in company T.en_US
dc.description.tableofcontents 第一章 緒論 1
第一節 研究動機 1
第二節 研究架構 2
第二章 文獻探討 3
第一節 工作績效相關的文獻整理 3
第二節 薪資報酬相關的文獻整理 5
第三節 考績謬誤相關的文獻整理 6
第三章 研究方法 7
第一節 資料來源 7
第二節 變數定義與研究模型 8
第四章 實證結果 11
第一節 敘述統計分析 11
第二節 考績謬誤的實證迴歸分析 14
第三節 考績謬誤的實證迴歸分析：行政類VS.非行政類 15
第五章 結論 16
參考文獻 18		zh_TW
dc.format.extent 1232862 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0110932131en_US
dc.subject (關鍵詞) 考績謬誤zh_TW
dc.subject (關鍵詞) 工作績效zh_TW
dc.subject (關鍵詞) Rating Erroren_US
dc.subject (關鍵詞) Performanceen_US
dc.title (題名) 考績謬誤之實證研究-以 T 公司為例zh_TW
dc.title (題名) The Empirical Study of Performance Rating Errorsen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 李光雄。（1995）。〈公務人員高考及格人員升遷情形之研究〉。《考銓季刊》 2： 23-36。

黃仲毅, 黃國哲, 湯澡薰, 楊銘欽, 楊哲銘, 張維容, & 張蕙芝. （2003）. 醫院員工對薪酬公平的 認知與其工作態度關係之探討. 台灣公共衛生雜誌, 22（1）, 55-68.

蔡天生, 孫仲山, &黃慈惠. （2009）. 薪酬公平認知對薪資滿足, 組織承諾與工作投入之個案研究. 若瑟醫護雜誌, 3（1）, 5-15.

彭祥溢. （2016）. 員工士氣與乘客滿意度之關係：薪資制度之干擾影響.多國籍企業管理評論 , 10（1）, 87-102.

高宥洋（2011）。考績法修正草案與考績謬誤之研究。公務人員月刊，182，21- 33

施能傑（1992a）。考績謬誤的類型與原因：理論闡述與經驗分析（上）。人事月刊，14（3），4-12。

施能傑（1992b）。考績謬誤的類型與原因：理論闡述與經驗分析（下）。人事月刊，14（4），4-13。

黃煥榮、方凱弘。（2013）。〈臺灣文官人力資本、生涯選擇及目標與升 遷狀況的性別差異：以2008年臺灣文官調查為例〉。《臺灣政治學刊》17，2：231-282。

林淑姬, 樊景立, 吳靜吉, &司徒達賢. （1994）. 薪酬公平, 程序公正與組織承諾, 組織公民行為 關係之研究. 管理評論, 13（2）, 87-107.

林嘉珍（2008）. 組織公平與員工福利滿意度之關聯性研究－以福利溝通為中介變項. 國立高雄 應用科技大學人力資源發展系碩士論文, 高雄市.

Adams, Stacy.（1965）. “Inequity in Social Exchange.” in Leonard Berkowitz. ed. Advances in Experimental Social Psychology: 267-299. San Francisco: Academic Press.

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. （2006）. Human resource management in public service: Paradox, processes, and problems （2nd Ed.）. Thousand Oaks, CA: Sage.

Campbell, John P. et al.（1993）. “A Theory of Performance.” in Neil Schmitt and Walter Borman. eds. Personnel Selection in Organizations: 35-70. San Francisco, CA: Jossey-Bass.

Spencer, L. M., & Spencer, S.（1993）“Competence at Work: Models for Superior performance. ” John Wiley & Sons, New York.

De Cremer, D., Van Dijke, M., & Bos, A. E.（2007）. When Leaders Are Seen as Transformational: The Effects of Organizational Justice. Journal of Applied Social Psychology, 37（8）, 1797-1816.

Herzberg, Frederick. （1968）. “One More Time: How Do You Motivate Employees?” Harvard Business Review 46: 36-44.

Huber, V. L.（1983）. An analysis of performance appraisal practices in the public sector: A review and recommendations. Public Personnel Management, 12（2）, 258-267.

Maslow, Harold.（1954）. Motivations and Personality. New York: Harper Collins.

McClelland, David.（1961）. The Achieving Society. New York: Free Press.

Millward, Lynne. （2005）. Understanding Occupational & Organizational Psychology. Thousand Oaks, CA: Sage.

Monteiro, Maria. S. et al.（2006）. “Work Ability of Workers in Different Age Groups in a Public Health Institution in Brazil.” International Journal of Occupational Safety and Ergonomics 12, 4: 417-427.

Rainey, Hal. G.（2009）. Understanding and Managing Public Organizations. San Francisco: Jossey-Bass.

Novitasari, D., Asbari, M., Wijaya, M. R., & Yuwono, T.（2020）. Effect of Organizational Justice on Organizational Commitment: Mediating Role of Intrinsic and Extrinsic Satisfaction. International Journal of Science and Management Studies （IJSMS）, 3（3）,

Robbins, Stephen.（2005）. Organizational Behavior. Upper Saddle River, N.J.: Pearson Prentice Hall.

Scholl, R. W., Cooper, E. A., & McKenna, J. F.（1987）. Referent selection in determining equity perceptions: Differential effects on behavioral and attitudinal outcomes. Personnel psychology, 40（1）, 113-124.

Singh, S. K., & Singh, A. P.（2019）. Interplay of organizational justice, psychological empowerment, organizational citizenship behavior, and job satisfaction in the context of circular economy. Management Decision, 57（4）, 937-952.

Summers, T. P. and W. H. Hendrix（1991）, “Modeling the role of pay equity perceptions: A field study.” Journal of Occupational Psychology, 64, No.1, pp.145-157.

Tuomi, Kaija et al.（1991）. “Work Load and Individual Factors Affecting Work Ability among Aging Municipal Employees.” Scandinavian Journal of Work, Environment & Health 17, S1: 128-134.

van den Berg, TI et al. （2009）. “The Effects of Work-Related and Individual Factors on the Work Ability Index: A Systematic Review.” Occupational and Environmental Medicine 66, 211-220.

Naff, Katherine and John Crum. （1999）. “Working for America: Does Public Service Motivation Make a Difference?” Review of Public Personnel Administration 19, 4: 5-16.		zh_TW