多源回饋於企業員工領導發展上，有其使用價值，特別是在於能夠提供受評 者更準確、有價值的回饋。這項評量工具在以美國為主的管理體系中被廣泛使用， 但從過去文獻中卻發現，在中國文化所影響的華人社會中，潛藏著某些不利於多 源回饋之因素，而降低了多源評量的使用價值。因此，本研究即欲探討在華人社 會中，那些因素將不利於受評者接受多源回饋制度之結果。 本研究以跨公司樣本蒐集的方式，回收了129 份有效問卷，並分別檢驗了主 效果與調節效果兩大部分之假設。於第一部分的階層回歸分析結果顯示，受評者 之主管為參與式管理風格者，其對於整體回饋結果接受態度越高。此外，高經驗 開放性之受評者，將對於來自部屬的評量抱持更正面的接受態度。 第二部分之研究則為探討權力距離與華人傳統觀念於來源能力知覺與結果 接受態度間之調節效果。研究結果顯示，高傳統觀念的受評者，其主管來源能力 知覺與整體回饋結果接受態度間之關係受到傳統觀念的調節，產生了更正向之關 係。同樣在高傳統觀念的情況下，部屬來源能力知覺與整體回饋結果接受態度間 之關係則受調節效果之影響，而削弱了兩變數間之正向關係。 The major purpose of multi-source feedback is to provide employees with valuable and precise feedback for their own leadership development. It has been widely used as a performance evaluation tool in the US, but a growing body of literature questions the application of multi-source feedback in the Chinese society. Thus, the major purpose of this study is to examine the determinants of ratees’ acceptance of multi-source feedback systems in Chinese society. Drawing on a cross-organizational sample of 129, I examining the main and moderating effects of the hypotheses proposed in this study. Results of the main effect of regression analysis show that ratees’ supervisors who are participative leaders are more likely to accept the overall feedback results. Results also indicate that ratees who are more openness to experience are more likely to accept their subordinates’ feedback. The second major purpose of this study is to examine the moderating effect of power distance and Chinese traditionality on the relationships between the perception of raters’ rating ability and ratees’ attitude toward feedback results. Results show that Chinese traditionality moderates the relationships between the perception of supervisors’ rating ability and ratees’ attitude toward feedback results in such a way that the positive relationship between the perception of supervisors’ rating ability and ratees’ attitude toward feedback results is stronger when ratees are person with higher Chinese tranditionality. On the country, results show that Chinese traditionality moderates the relationships between the perception of subordinates’ rating ability and ratees’ attitude toward feedback results in such a way that the positive relationship between the perception of subordinates’ rating ability and ratees’ attitude toward feedback results is weaker when ratees are person with higher Chinese tranditionality.
