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題名 360度回饋與績效改善之縱貫性實證研究
作者 范傑倫
Fan, Chieh-Lun
貢獻者 張裕隆
范傑倫
Fan, Chieh-Lun
關鍵詞 管理才能
360度回饋
績效改善
自評與他評一致性
自我效能
知覺組織支持
評量目的
日期 2001
上傳時間 15-Apr-2016 16:03:15 (UTC+8)
摘要 本研究乃一縱貫性之實證研究，主要目的在於探討：（1）實施360度回饋二年之成效，（2）針對不同的自評與他評一致性之主管，探討其績效改善之情形，與（3）自評改變之情況，（4）自我效能與知覺組織支持對行為改變之影響，以及（5）不同的評量目的，對主管評量之影響。本研究樣本為國內某建築業之初、中、高階主管，共計61位，研究時間長達二年。研究結果發現，執行360度回饋後，受評主管第二年之績效表現有顯著的改善；在第二年，「高估者」及「一致╱低者」有顯著的績效改善，而「低估者」與「一致╱高者」則無；此外，「低估者」與「一致╱低者」會提高自評，而「高估者」與「一致╱高者」之自評則無改變；此外，「自我效能」與「知覺組織支持」並不影響績效改善，但在單純主要效果分析中發現，高自我效能者有顯著的績效改善，低自我效能者則無；而不同的「評量目的」，確實會影響主管的評量正確性，且以「員工發展」為目的之360度回饋中的主管回饋，能有效預測受評者未來的績效表現，此外，本研究亦發現執行360度回饋後，主管之評量正確性有提高之傾向。最後，本研究並進一步指出研究之限制、後續相關研究之方向，以及企業實施360度回饋之實務建議。
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描述 碩士
國立政治大學
心理學系
資料來源 http://thesis.lib.nccu.edu.tw/record/#A2002001149
資料類型 thesis
dc.contributor.advisor 張裕隆zh_TW
dc.contributor.author (Authors) 范傑倫zh_TW
dc.contributor.author (Authors) Fan, Chieh-Lunen_US
dc.creator (作者) 范傑倫zh_TW
dc.creator (作者) Fan, Chieh-Lunen_US
dc.date (日期) 2001en_US
dc.date.accessioned 15-Apr-2016 16:03:15 (UTC+8)-
dc.date.available 15-Apr-2016 16:03:15 (UTC+8)-
dc.date.issued (上傳時間) 15-Apr-2016 16:03:15 (UTC+8)-
dc.identifier (Other Identifiers) A2002001149en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/84958-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description.abstract (摘要) 本研究乃一縱貫性之實證研究，主要目的在於探討：（1）實施360度回饋二年之成效，（2）針對不同的自評與他評一致性之主管，探討其績效改善之情形，與（3）自評改變之情況，（4）自我效能與知覺組織支持對行為改變之影響，以及（5）不同的評量目的，對主管評量之影響。本研究樣本為國內某建築業之初、中、高階主管，共計61位，研究時間長達二年。研究結果發現，執行360度回饋後，受評主管第二年之績效表現有顯著的改善；在第二年，「高估者」及「一致╱低者」有顯著的績效改善，而「低估者」與「一致╱高者」則無；此外，「低估者」與「一致╱低者」會提高自評，而「高估者」與「一致╱高者」之自評則無改變；此外，「自我效能」與「知覺組織支持」並不影響績效改善，但在單純主要效果分析中發現，高自我效能者有顯著的績效改善，低自我效能者則無；而不同的「評量目的」，確實會影響主管的評量正確性，且以「員工發展」為目的之360度回饋中的主管回饋，能有效預測受評者未來的績效表現，此外，本研究亦發現執行360度回饋後，主管之評量正確性有提高之傾向。最後，本研究並進一步指出研究之限制、後續相關研究之方向，以及企業實施360度回饋之實務建議。zh_TW
dc.description.tableofcontents 封面頁
     證明書
     致謝詞
     論文摘要
     目錄
     表目次
     圖目次
     第一章 緒論
     第一節 研究動機與目的
     第二節 名詞釋義
     第二章 文獻探討
     第一節 360度回饋與績效改善
     第二節 自評與他評一致性與績效改善
     第三節 自我效能與績效改善
     第四節 知覺組織支持與績效改善
     第五節 評量目的與評量正確性
     第六節 研究假設與研究架構
     第三章 研究方法
     第一節 組織描述
     第二節 研究樣本
     第三節 研究工具
     第四節 研究程序
     第四章 研究結果
     第一節 相依樣本T考驗
     第二節 雙因子混合設計變異數分析
     第三節 相關分析
     第五章 討論與建議
     第一節 研究假設之探討
     第二節 研究限制
     第三節 研究建議
     參考文獻
     附錄
     附錄A 管理才能量表範例
     附錄B 研究問卷
     附錄C EQ工作坊		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#A2002001149en_US
dc.subject (關鍵詞) 管理才能zh_TW
dc.subject (關鍵詞) 360度回饋zh_TW
dc.subject (關鍵詞) 績效改善zh_TW
dc.subject (關鍵詞) 自評與他評一致性zh_TW
dc.subject (關鍵詞) 自我效能zh_TW
dc.subject (關鍵詞) 知覺組織支持zh_TW
dc.subject (關鍵詞) 評量目的zh_TW
dc.title (題名) 360度回饋與績效改善之縱貫性實證研究zh_TW
dc.type (資料類型) thesisen_US
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