績效評估來源和社會期許性對人格量表
效標關聯效度之影響

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姓名

何瑞儀(Jui-Yi Ho) 查詢紙本館藏

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人力資源管理研究所

論文名稱

績效評估來源和社會期許性對人格量表效標關聯效度之影響
(The influence of performance appraisal sources and social desirability on criterion-related validity of personality inventory )

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摘要(中)

本研究之目的在比較不同績效評估來源與受測者之社會期許性對人格量表效度關聯效度之影響，並以預測效度的方式進行。研究對象為一家光電業面板製造公司內所有任職滿一個月之非管理職員工，共計309名，所有員工已於應徵時完成人格測驗，並在工作一段時間後由主管和員工自己分別進行績效評估。本研究所使用的人格量表為個案公司甄選用之人格量表，為一自陳式（self-report）量表，共包含「積極主動」、「人際瞭解」、「持續性」和「突破現狀」四個人格特質構面，以及「社會期許」構面。共分別發出309份主管和自評績效表，最後回收198份有效配對之績效評估表，回收率為64.41%。研究結果發現：
1.當人格測驗和工作績效都由員工自評時，所產生的效標
關聯效度明顯高於他評估績效所產生的效度關聯效度。
2.當員工具有較高的社會期許性時，其「人際瞭解」特質
對他評績效產生顯著的預測能力。

關鍵字(中)

★ 人格特質
★ 共同方法變異
★ 社會期許性
★ 效標關聯效度
★ 績效評估

關鍵字(英)

★ criterion-related validity
★ social desirability

論文目次

第壹章　　　　緒論……………………………………………………………………1
第一節研究動機……………………………………………………………..1
第二節研究目的....………………………………………………………….3
第貳章文獻探討………………………………………………………………4
第一節人格特質……………………………………………………………..4
第二節效標關聯效度………….…………………………...………………12
第三節假設建立……………….…………………...……………………...17
第參章研究設計…………….……………...……….……………………….22
第一節研究架構………………….……………….………………..……...22
第二節研究對象…………….…………………………...………………...23
第三節研究工具…………….………………...…………………………...24
第肆章研究結果……………….…………………………………………….28
第一節樣本特性………………..…………………………….…………....28
第二節相關分析……………….……………………………...…………...31
第三節迴歸分析……………….……………………………...…………...33
第伍章結論與建議………………..…………………...…………………….37
第一節研究發現…………………………….……………………………..37
第二節管理意涵……………………………….…………………………..39
第三節研究限制………………………………………….………………..41
第四節後續研究方向……………………………………………….……..42
參考文獻……………………………………………………………………………..43
附錄一績效評估表……..…………………………………………………………..47

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指導教授

房美玉(Mei-Yu Fang)

審核日期

2004-7-11

推文