影響管理才能評鑑受評者態度之因素探討—以團隊管理者為例

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原凡茹(Fan-Ju Yuan) 查詢紙本館藏

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人力資源管理研究所

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影響管理才能評鑑受評者態度之因素探討—以團隊管理者為例

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摘要(中)

管理才能評鑑制度是針對擔任管理重任之主管人員所需具備之關鍵管理能力，透過客觀的評鑑工具加以分析，以瞭解其現有管理能力之優弱勢，進而輔以訓練，強化其能力弱勢的部分，有效提升其管理的能力。實施管理才能評鑑時，一般均採用360度的評估方式，以多元的角度提供績效評估更多的相關資訊，使績效評估結果更為客觀，並具備更多管理上的功能。
企業在推行管理才能評鑑制度時，受評者對於該制度所抱持的態度、感受是相當重要的，因為它會影響到實施後能替企業體帶來的成效多寡。因此，受評者之態度也就成為影響整套制度成敗與否的關鍵因素之一，這也是本研究所欲探討的重要目的。
所以本研究將以11家汽機車製造相關企業的生線作業線上之團隊管理者為研究對象，探討當公司實施管理才能評鑑制度時，「對評鑑制度了解與否」、「人際關係」（包括與上司的關係、與同事的關係、與部屬的關係）、「對評鑑者的能力知覺」（包括信任上司、信任同事、信任部屬的評鑑能力）等變數是否會影響受評者之態度(包括系統接受性、系統公平性、結果接受性、結果公平性與結果有用性、與才能不足處之改善意願)；其次，亦探討「人口統計變項」（包括性別、年齡、服務年資、教育程度、職位）對受評者態度的影響。
而研究結果顯示，只有在人際關係方面「與同事的關係」對受評者的態度有相當顯著的正向影響，其他變項雖有影響，但影響性並不顯著。因此在實施管理才能評鑑時，當受評者的與同事的人際關係越好，受評者對管理才能評鑑制度的態度也就越正向，也就是對系統的接受性較高、系統的公平性越能認同、評鑑之結果越容易接受、也越覺得評鑑結果是公平的，甚至覺得評鑑結果對其是相當實用的，願意針對其才能不足處去改善之。

關鍵字(中)

★ 管理才能
★ 對評鑑制度瞭解與否
★ 人際關係
★ 對評鑑者能力的知覺
★ 管理才能評鑑受評者態度

關鍵字(英)

論文目次

目錄
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 3
第三節研究範圍 3
第二章文獻探討 4
第一節管理才能 4
第二節團隊管理者 13
第三節管理才能評鑑與受評者態度之探討 21
第三章研究方法 29
第一節研究架構 29
第二節研究流程 30
第三節變項操作性定義 31
第四節研究工具 32
第五節研究設計 35
第六節資料分析方法 37
第四章資料分析與研究結果 39
第一節樣本人口統計變項描述 39
第二節問卷信度分析 42
第三節研究變項之敘述統計分析 44
第四節研究變項之相關分析 46
第五節研究變項之階層迴歸分析 48
第五章討論與建議 62
第一節研究結論 62
第二節研究討論 65
第三節管理意涵 71
第四節研究限制 73
第五節研究建議 74
參考文獻 76
附錄—管理才能評鑑態度問卷 84
表目錄
表3-1 團隊領導者核心才能評鑑量表之信度分析 32
表4-1 第一階段問卷回收狀況 39
表4-2 第二階段問卷回收狀況 40
表4-3 樣本人口統計變項彙整表 41
表4-4 管理才能評鑑量表各構面之信度分析 42
表4-5 人際關係量表之信度分析 42
表4-6 對評鑑者能力知覺量表之信度分析 43
表4-7 態度量表之信度分析 43
表4-8 受評者對管理才能評鑑態度的平均數與標準差 44
表4-9 影響管理才能評鑑受評者態度因素的平均數與標準差45
表4-10 各研究變項之PEARSON積差關矩陣 47
表4-11 多元迴歸線性檢定 49
表4-12 各自變項對系統接受性認知之階層迴歸分析 51
表4-13 各自變項對系統公平性認知之階層迴歸分析 53
表4-14 各自變項對結果接受性認知之階層迴歸分析 55
表4-15 各自變項對結果公平性認知之階層迴歸分析 57
表4-16 各自變項對結果有用性認知之階層迴歸分析 59
表4-17 各自變項對才能不足處改善意願之階層迴歸分析 61
表5-1 對受評者態度造成影響之因素彙整表 63
表5-2 本研究假設驗證結果彙整表 64
表5-3 影響管理才能評鑑受評者整體態度之因素比較 70
圖目錄
圖2-1 冰山模型 6
圖2-2 核心與表面才能之關係 7
圖2-3 才能因果模型圖 8
圖2-4 才能層級圖 8
圖2-5 三百六十度評估模式 12
圖3-1 本研究架構圖 29
圖3-2 研究流程圖 30
圖3-3 研究程序圖 37

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2003-1-3

推文