績效責任與參考架構訓練對績效考核正確度之影響; Accountability and frame of ference training's effect on performance appraisal accuracy.

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题名:	績效責任與參考架構訓練對績效考核正確度之影響;Accountability and frame of ference training's effect on performance appraisal accuracy.
作者:	鄭淑翎;Shu-Ling Cheng
贡献者:	人力資源管理研究所
关键词:	參考架構訓練;績效責任;績效考核;performance appraisal;frame of ference training;accountability
日期:	2010-01-20
上传时间:	2010-06-11 16:47:46 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	績效責任使我們了解考核者的行為，當賦與考核者績效責任時，使考核者了解他需要對評核結果負責，於績效考核過程當中，考核者相對的會較留意被考核者的行為並做適當的記錄，並對考核結果做適當的解釋，以降低考核者主觀意識。過去研究亦指出參考架構訓練(frame of reference)相較於其它訓練的方式更能提昇考核者的能力，能使他們能打出更正確的考核結果，對考核者施以適當的訓練，使之了解考核過程的理論基礎，並且知道各種衡量錯誤的來源，皆有助於考核結果的正確性及績效回饋。　　本研究採2(有無績效責任)X2(有無接受參考架構訓練)的二因子實驗設計，主要透過四組實驗操弄情境來了解考核者必須負擔績效責任及接受參考架構訓練，對參與者進行績效考核正確度的影響，實驗對象為大學有修習組織行為125位大學生，對績效考核內容已有相關了解，最後透過變異數分析探討績效責任與參考架構訓練是否能有效降低月暈效應偏誤及提高考核正確性。　　研究結果顯示(1)績效責任存在有主效果並且績效責任與訓練間亦有交互作用效果，當賦與績效責任後，若同時又給與參考架構訓練時，月暈效應呈現下降趨勢。(2) 績效責任與參考架構訓練對於考核正確度得提升(與專家分數的差距)有主效果存在，同時兩者的交互作用效果也達顯著水準，未賦與績效責任情境下，無論有無訓練其距離正確性並無顯著差異，但對於績效責任組而言，若未提供訓練，其距離正確度為最低一旦給予訓練後，兩者之交互作用會顯著提高考核正確性。 We understand the behaviors of the rater by taking accountability. When the raters are endowed with accountability and realize that they must be responsible to the rating result, the raters will regard the behaviors of the rates more serious, make proper records and make proper explanation to the rating result to reduce the objective awareness of the raters. The previous research also points out that the frame of reference training may further increase the ability of the raters in contrast with the other training method.By taking frame of reference training, the raters may make the rater to make more correct rating result, to give proper training to the ratee, to understand the fundamental theory of the process of rating, and to know the source of all kinds of the measuring error. All of this may increase the validity of the rating result and the performance feedback. In study, we investigated the effects of accountability and frame of reference training on halo, and accuracy of performance ratings.Undergraduate students (N = 125) from university who took organizational behavior class to participate in the present study and understand the context of performance appraisal. We used three videotapes as context and target stimulus performances, one of performances was of poor quality and second was good. Results indicated that taking accountability and training at the same time would reduce the halo bias and increase the accuracy of performance appraisal. Besides, taking FORtraining seminar would increase the rating accuracy,too.
显示于类别:	[人力資源管理研究所] 博碩士論文

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