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題名 任務性、脈絡性及適應性績效表現與主管獎酬決策影響效果之研究
The study of the effect of task performance, contextual performance and adaptive performance on supervisory reward decision
作者 簡博浩
Chien, Po Pao
貢獻者 韓志翔
Han, Tzu Shian
簡博浩
Chien, Po Pao
關鍵詞 適應性績效表現
主管獎酬決策
任務複雜性
任務相互依賴性
Adaptive Performance
supervisory reward decision
task complexity
task interdependence
日期 2008
上傳時間 18-九月-2009 19:56:46 (UTC+8)
摘要 本論文的研究目的在探討工作績效理論中任務性、脈絡性及適應性績效表現對主管獎酬決策的影響。研究一以「特定職位或職系適用」的角度，以業務經理為標的，運用實驗法以影片模擬實驗法的三因子實驗設計來進行，以233位企業主管為受試對象。研究二以「跨職位適用」的角度，運用調查法以150位主管選取一位部屬來評量三種工作績效表現。兩個研究結果顯示，任務性及脈絡性績效表現如過去研究結論一致，對主管獎酬決策有影響；適應性績效表現亦對主管獎酬決策有影響。透過實驗法驗證，適應性績效表現與脈絡性績效表現的交互效果對主管獎酬決策有影響；但與任務性績效表現的交互效果則是不存在的。透過調查法驗證，在任務越複雜的工作，脈絡性績效表現及適應性績效表現對主管獎酬決策的正向關係則越強。在研究三中，針對上述研究結論及實務應用，以兩個職務屬性為干擾效果，發現顧客接觸需求程度及任務相互依賴性越高的職位，適應性績效表現與主管獎酬決策的關係就越強。
本論文之研究延伸工作績效內涵，驗證適應性績效表現對主管獎酬決策有其影響。並以三個不同的研究來驗證假說，從不同的職務適用觀點及研究方法的角度，更具理論及實務的價值。
The current research aims to examine how adaptive performance, contextual performance and task performance correlate supervisory reward decision. The study employed the methods of survey and laboratory experiments and virtually comprises three parts. In Part One, from the perspective of specific occupations or job families, 233 manager subjects were recruited to view a previously-videotaped simulated sales executive’s job performance and give rating afterwards in terms of his task performance, contextual performance, and adaptive performance. In Part Two, from the perspective of applicable across jobs, 150 manager subjects randomly chose one of their subordinates and rated his/her task, contextual and adaptive performance. The findings in either Study 1 or Study 2 were congruent with results of previous research, which indicated not only the main effects of task and contextual performance but also (that of) adaptive performance affected supervisory reward decision. In addition, the experiment study justified that the interactional effects of adaptive and contextual performance were crucial factors to modify the supervisory reward decision, while the field study illustrated how employees’ contextual and adaptive performances reinforced supervisory reward decision especially when task complexity were taken into consideration. In Study 3, based on the former findings and practical application, we found that a job position of high customer-contact requirements and high task interdependence significantly strengthened the correlation between adaptive performance and supervisory reward decision.
This study not only endorses the essentiality of job performance but also testifies effect of adaptive performance on supervisory reward decision. Moreover, this study, using different methodologies, has extended theory and provided practical implications.
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描述 博士
國立政治大學
企業管理研究所
91355507
97
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0913555071
資料類型 thesis
dc.contributor.advisor 韓志翔zh_TW
dc.contributor.advisor Han, Tzu Shianen_US
dc.contributor.author (作者) 簡博浩zh_TW
dc.contributor.author (作者) Chien, Po Paoen_US
dc.creator (作者) 簡博浩zh_TW
dc.creator (作者) Chien, Po Paoen_US
dc.date (日期) 2008en_US
dc.date.accessioned 18-九月-2009 19:56:46 (UTC+8)-
dc.date.available 18-九月-2009 19:56:46 (UTC+8)-
dc.date.issued (上傳時間) 18-九月-2009 19:56:46 (UTC+8)-
dc.identifier (其他 識別碼) G0913555071en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/36853-
dc.description (描述) 博士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所zh_TW
dc.description (描述) 91355507zh_TW
dc.description (描述) 97zh_TW
dc.description.abstract (摘要) 本論文的研究目的在探討工作績效理論中任務性、脈絡性及適應性績效表現對主管獎酬決策的影響。研究一以「特定職位或職系適用」的角度，以業務經理為標的，運用實驗法以影片模擬實驗法的三因子實驗設計來進行，以233位企業主管為受試對象。研究二以「跨職位適用」的角度，運用調查法以150位主管選取一位部屬來評量三種工作績效表現。兩個研究結果顯示，任務性及脈絡性績效表現如過去研究結論一致，對主管獎酬決策有影響；適應性績效表現亦對主管獎酬決策有影響。透過實驗法驗證，適應性績效表現與脈絡性績效表現的交互效果對主管獎酬決策有影響；但與任務性績效表現的交互效果則是不存在的。透過調查法驗證，在任務越複雜的工作，脈絡性績效表現及適應性績效表現對主管獎酬決策的正向關係則越強。在研究三中，針對上述研究結論及實務應用，以兩個職務屬性為干擾效果，發現顧客接觸需求程度及任務相互依賴性越高的職位，適應性績效表現與主管獎酬決策的關係就越強。
本論文之研究延伸工作績效內涵，驗證適應性績效表現對主管獎酬決策有其影響。並以三個不同的研究來驗證假說，從不同的職務適用觀點及研究方法的角度，更具理論及實務的價值。		zh_TW
dc.description.abstract (摘要) The current research aims to examine how adaptive performance, contextual performance and task performance correlate supervisory reward decision. The study employed the methods of survey and laboratory experiments and virtually comprises three parts. In Part One, from the perspective of specific occupations or job families, 233 manager subjects were recruited to view a previously-videotaped simulated sales executive’s job performance and give rating afterwards in terms of his task performance, contextual performance, and adaptive performance. In Part Two, from the perspective of applicable across jobs, 150 manager subjects randomly chose one of their subordinates and rated his/her task, contextual and adaptive performance. The findings in either Study 1 or Study 2 were congruent with results of previous research, which indicated not only the main effects of task and contextual performance but also (that of) adaptive performance affected supervisory reward decision. In addition, the experiment study justified that the interactional effects of adaptive and contextual performance were crucial factors to modify the supervisory reward decision, while the field study illustrated how employees’ contextual and adaptive performances reinforced supervisory reward decision especially when task complexity were taken into consideration. In Study 3, based on the former findings and practical application, we found that a job position of high customer-contact requirements and high task interdependence significantly strengthened the correlation between adaptive performance and supervisory reward decision.
This study not only endorses the essentiality of job performance but also testifies effect of adaptive performance on supervisory reward decision. Moreover, this study, using different methodologies, has extended theory and provided practical implications.		en_US
dc.description.tableofcontents 目錄 Ⅰ
圖目錄 Ⅳ
表目錄 Ⅴ

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 4
第三節 論文章節安排 8

第二章 文獻探討及假說推導 9
第一節 工作績效理論 9
第二節 獎酬之相關內涵 29
第三節 工作績效表現與主管獎酬決策的關係 31
第四節 工作績效表現交互作用與主管獎酬決策的關係 34
第五節 工作績效表現與主管獎酬決策的關係-任務複雜性為干擾變項 37
第六節 研究架構 39

第三章 研究一：特定職位或職系適用 42
第一節 關鍵人員深度訪談 42
第二節 研究方法 46
第三節 分析結果與討論 51
第四節 本章小節 56

第四章 研究二：跨職位適用 59
第一節 關鍵事件收集與分類 59
第二節 研究方法 63
第三節 分析結果與討論 68
第四節 本章小節 71

第五章 研究三：職務屬性之探討 73
第一節 研究動機與目的 73
第二節 理論與假設推導 76
第三節 研究方法 82
第四節 分析結果與討論 88
第五節 本章小節 91

第六章 綜合討論、結論與建議 93
第一節 工作績效表現的主效果 95
第二節 工作績效表現的交互效果 97
第三節 工作績效表現的干擾效果 99
第四節 理論與實務意涵 101
第五節 研究限制與未來研究方向 103
第六節 研究結論 108

參考文獻 109
中文文獻 109
英文文獻 110		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/#G0913555071en_US
dc.subject (關鍵詞) 適應性績效表現zh_TW
dc.subject (關鍵詞) 主管獎酬決策zh_TW
dc.subject (關鍵詞) 任務複雜性zh_TW
dc.subject (關鍵詞) 任務相互依賴性zh_TW
dc.subject (關鍵詞) Adaptive Performanceen_US
dc.subject (關鍵詞) supervisory reward decisionen_US
dc.subject (關鍵詞) task complexityen_US
dc.subject (關鍵詞) task interdependenceen_US
dc.title (題名) 任務性、脈絡性及適應性績效表現與主管獎酬決策影響效果之研究zh_TW
dc.title (題名) The study of the effect of task performance, contextual performance and adaptive performance on supervisory reward decisionen_US
dc.type (資料類型) thesisen
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