多源評量受評者之「期望–認知」落差對自我發展意圖之影響—以期望不確認理論之觀點

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姓名

何致瑄(Chih-Hsuan Ho) 查詢紙本館藏

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人力資源管理研究所

論文名稱

多源評量受評者之「期望–認知」落差對自我發展意圖之影響—以期望不確認理論之觀點
(The Relationship between disconfirmation of feedback accuracy and intention to self-development: A view of expectation-disconfirmation theory)

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摘要(中)

近年來，企業在進行人力資源發展計畫時，多導入360度評量制度，希望藉由多源來源的評估方式，使得評量結果更為客觀與正確。過去關於評核系統內涵效益之研究曾發現，當員工發現當實際結果與期望間的差距越大或越不一致時，評核系統的效益越低。360度評量既屬於評估系統的一類，受評者對於評量制度的預期與認知之落差是否影響評量制度的效能，應是値得重視之議題，但過去有關360度評量之研究卻顯少提及。因此，本研究以Oliver (1980) 所提及之期望不確認理論以及後續學者修正過後之期望不確認理論為基礎，探討受評者之評量結果「預期–認知」落差是否影響其自我發展意圖。
本研究採用問卷調查法，個案公司為某間正在導入360度評量系統之區域醫院，針對擔任受評者角色之主管進行前後測問卷調查。研究結果發現，受評者之評量結果「正確性『預期–認知』落差」對「有用性知覺」、「評量滿意度」有正向之影響；「有用性知覺」對「評量滿意度」、「自我發展意圖」有正向之影響；「評量滿意度」對「自我發展意圖」亦有正向之影響；同時「有用性知覺」與「評量滿意度」會作為中介變數，影響「正確性『預期–認知』落差」與「自我發展意圖」間的關係。

摘要(英)

360 degree feedback plays an important role in human resource development.
This study used the expectation-disconfirmation theory and Bhattacherjee, A. (2001) information system continuance model as a theoretical framework to examine how 360 degree ratees’ discrepancies between the expectation and the reality affect the intention to self-development.
This study conducted in a regional hospital which implemented 360 degree feedback for the first time. 80 employees were surveyed before starting 360 degree feedback. Ratees’ perceived accuracy, perceived usefulness, feedback satisfaction, and intention to self-development were investigated after 6 months. The results indicated that disconfirmation of accuracy was positively related to perceived usefulness and feedback satisfaction. It suggested when results are more accurate than ratees’ expectations, feedback will be more useful. Those who found feedback more accurate than expected also satisfied with the results. Perceived usefulness was positively related to feedback satisfaction and intention to self-development, and feedback satisfaction was positively related to intention to self-development, too. The results also indicated that perceived usefulness and feedback satisfaction mediate the relationship between disconfirmation of feedback accuracy and intention to self-development.

關鍵字(中)

★ 360度評量
★ 「預期–認知」落差
★ 有用性知覺
★ 滿意度
★ 自我發展意圖

關鍵字(英)

★ intention to self-development
★ 360 degree feedback
★ feedback disconfirmation
★ perceived usefulness
★ feedback satisfaction

論文目次

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
第二章文獻探討 4
第一節 360度評量 4
第二節期望不確認理論 6
第三節以期望不確認理論解構360度評量制度 11
第三章研究方法 18
第一節研究架構 18
第二節研究對象 19
第三節研究流程 20
第四節研究工具 21
第五節統計分析方法 24
第四章研究結果 28
第一節敘述性統計分析 28
第二節驗證性因素分析 30
第三節結構模式分析 39
第四節中介效果檢驗 46
第五章研究結論與建議 49
第一節研究結論 49
第二節研究討論 52
第三節管理實務意涵與應用 55
第四節研究限制 58
第五節研究建議 60
參考文獻 62

參考文獻

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指導教授

林文政(Wen-jeng Lin)

審核日期

2009-6-23

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