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| Title | 管理才能心理測驗、360度回饋在多元迴歸與多重切點甄選策略上之比較分析研究─以軍中連級輔導長為例 |
| Creator | 徐正輝 |
| Contributor | 張裕隆 徐正輝 |
| Key Words | 管理才能 評鑑工具 心理測驗 360度回饋 甄選策略 多元迴歸 多重切點 |
| Date | 2003 |
| Date Issued | 17-Sep-2009 13:11:47 (UTC+8) |
| Summary | 本研究之目的在於探討：（1）「360度回饋」與「傳統上司評鑑」對於自評效標與學習成效解釋預測力的比較；（2）「360度回饋」與「管理才能心理測驗」對於自評效標與學習成效解釋預測力的比較；（3）針對「連級輔導長」，以「管理才能心理測驗」與「360度回饋」，進行多元迴歸與多重切點的「甄選策略」，以及其「入選」學員在自評效標與學習成效上的差異比較。 本研究樣本為義務役預官，共358人，包括實習幹部41人。研究結果顯示：（1）管理才能心理測驗各向度之內部一致性係數介於.52-.81，中位數為.68，且測驗結果能有效地預測自評效標上的表現（多元相關係數介於.39~.67），但對學習成效則預測較低（多元相關係數介於 .11~.20）；（2）360度回饋不同評分來源彼此之間，上司與部屬、上司與同儕之間的得分達顯著相關，且360度回饋的總分與多數效標皆達顯著相關（相關係數介於.33~.51）；（3）360度回饋僅在預測實習幹部「受訓表現」上的表現，比傳統上司評鑑可以解釋更多的效標變異量；（4）360度回饋總分在預測實習幹部「學習成效」上的表現，較管理才能心理測驗為佳；而管理才能心理測驗總分則在預測實習幹部「自評效標」上的表現，較360度回饋為佳；（5）運用管理才能心理測驗的評量結果，進行多元迴歸與多重切點的甄選策略之分析，結果均能區辨受訓學員在「自評效標」上的表現，但兩種不同甄選策略所選取出來的受測者，其在效標上的表現並未達顯著差異；然而，運用360度回饋的評量結果，進行多重切點甄選策略之分析，其結果只能區辨實習幹部在部份「學習成效」效標上的表現。最後，研究者並進一步提出本研究之限制、後續研究之方向，以及具體之實務建議。 |
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| Description | 碩士 國立政治大學 心理學研究所 88752006 92 |
| 資料來源 | http://thesis.lib.nccu.edu.tw/record/#G0088752006 |
| Type | thesis |
| dc.contributor.advisor | 張裕隆 | zh_TW |
| dc.contributor.author (Authors) | 徐正輝 | zh_TW |
| dc.creator (作者) | 徐正輝 | zh_TW |
| dc.date (日期) | 2003 | en_US |
| dc.date.accessioned | 17-Sep-2009 13:11:47 (UTC+8) | - |
| dc.date.available | 17-Sep-2009 13:11:47 (UTC+8) | - |
| dc.date.issued (上傳時間) | 17-Sep-2009 13:11:47 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0088752006 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/32467 | - |
| 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) | 88752006 | zh_TW |
| dc.description (描述) | 92 | zh_TW |
| dc.description.abstract (摘要) | 本研究之目的在於探討：（1）「360度回饋」與「傳統上司評鑑」對於自評效標與學習成效解釋預測力的比較；（2）「360度回饋」與「管理才能心理測驗」對於自評效標與學習成效解釋預測力的比較；（3）針對「連級輔導長」，以「管理才能心理測驗」與「360度回饋」，進行多元迴歸與多重切點的「甄選策略」，以及其「入選」學員在自評效標與學習成效上的差異比較。 本研究樣本為義務役預官，共358人，包括實習幹部41人。研究結果顯示：（1）管理才能心理測驗各向度之內部一致性係數介於.52-.81，中位數為.68，且測驗結果能有效地預測自評效標上的表現（多元相關係數介於.39~.67），但對學習成效則預測較低（多元相關係數介於 .11~.20）；（2）360度回饋不同評分來源彼此之間，上司與部屬、上司與同儕之間的得分達顯著相關，且360度回饋的總分與多數效標皆達顯著相關（相關係數介於.33~.51）；（3）360度回饋僅在預測實習幹部「受訓表現」上的表現，比傳統上司評鑑可以解釋更多的效標變異量；（4）360度回饋總分在預測實習幹部「學習成效」上的表現，較管理才能心理測驗為佳；而管理才能心理測驗總分則在預測實習幹部「自評效標」上的表現，較360度回饋為佳；（5）運用管理才能心理測驗的評量結果，進行多元迴歸與多重切點的甄選策略之分析，結果均能區辨受訓學員在「自評效標」上的表現，但兩種不同甄選策略所選取出來的受測者，其在效標上的表現並未達顯著差異；然而，運用360度回饋的評量結果，進行多重切點甄選策略之分析，其結果只能區辨實習幹部在部份「學習成效」效標上的表現。最後，研究者並進一步提出本研究之限制、後續研究之方向，以及具體之實務建議。 | zh_TW |
| dc.description.tableofcontents | 摘要 ……………………………………………………… Ⅰ 目錄 ……………………………………………………… Ⅱ 圖目次 …………………………………………………… Ⅳ 表目次 …………………………………………………… Ⅴ 第一章 緒論 …………………………………………… 1 第一節 研究動機與目的 …………………………… 1 第二節 名詞釋義 …………………………………… 6 第二章 文獻探討 ……………………………………… 8 第一節 管理才能心理測驗 ………………………… 8 第二節 360度回饋 ………………………………… 16 第三節 甄選策略 ………………………………… 24 第四節 研究假設 ………………………………… 29 第三章 研究方法 …………………………………… 30 第一節 研究樣本 ………………………………… 30 第二節 研究工具 ………………………………… 32 第三節 研究程序 ………………………………… 35 第四章 研究結果 …………………………………… 44 第一節 管理才能心理測驗信度與效度之分析 … 44 第二節 360度回饋信度與效度之分析 …………… 49 第三節 管理才能評鑑工具評量結果之迴歸分析… 57 第四節 甄選策略結果之分析 …………………… 60 第五章 討論與建議 ………………………………… 67 第一節 研究假設之探討 ………………………… 67 第二節 研究限制 ………………………………… 75 第三節 研究與實務建議 ………………………… 77 參考文獻 ……………………………………………… 81 附錄A 管理才能模式調查問卷 …………………… 88 附錄B 360度評量問卷 ……………………………… 90 附錄C 360度回饋提名單 …………………………… 91 附錄D 360度回饋填答說明 ………………………… 93 附錄E 管理才能心理測驗各向度切點分數之調查問卷 94 附錄F 360度回饋各向度切點分數之調查問卷 ………95 | 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/#G0088752006 | en_US |
| dc.subject (關鍵詞) | 管理才能 | zh_TW |
| dc.subject (關鍵詞) | 評鑑工具 | zh_TW |
| dc.subject (關鍵詞) | 心理測驗 | zh_TW |
| dc.subject (關鍵詞) | 360度回饋 | zh_TW |
| dc.subject (關鍵詞) | 甄選策略 | zh_TW |
| dc.subject (關鍵詞) | 多元迴歸 | zh_TW |
| dc.subject (關鍵詞) | 多重切點 | zh_TW |
| dc.title (題名) | 管理才能心理測驗、360度回饋在多元迴歸與多重切點甄選策略上之比較分析研究─以軍中連級輔導長為例 | zh_TW |
| dc.type (資料類型) | thesis | en |
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