過去的文獻指出員工的工作績效對其晉升力具有預測效果，同時學者亦陸續將工作績效區分為三種各自獨立的績效構面(包含任務性、脈絡性及適應性績效)，但迄今卻尚未有研究探討這三種績效構面對晉升力的影響，有鑑於此，本研究藉由區分工作績效構面對晉升力評分的影響，將能了解任務性、脈絡性、適應性績效是否影響主管對於部屬晉升力的評分；此外，透過本研究結果可探究任務性、脈絡性與適應性績效中，哪一種績效對員工晉升力評分有最強的預測能力。本研究採取跨產業樣本蒐集的方式，共回收243份有效問卷，並以敘述性統計分析，信、效度分析，驗證性因素分析及階層迴歸分析等方式，檢驗數據資料並驗證本研究之假設。根據迴歸分析的結果顯示，若從績效主構面來看並同時考慮三種績效時，僅有適應性績效對晉升力評分具顯著正向影響，其餘任務性績效及脈絡性績效則無預測效果。若再細分各績效子構面，則結果顯示對晉升力評分具顯著正向影響者，依序為壓力管理、工作奉獻、創新思考、危機處理。Previous research has demonstrated the impact of job performance on employee promotability. However, even other literature has divided job performance into three separate facets, including task performance, contextual performance and adaptive performance, yet further research of how these three facets influence promotability has been presented. In this study, it’s better understood the impact of task performance, contextual performance and adaptive performance altogether on promotability, and also found what specific performance aspect is best predictive of promotability. 243 valid questionnaires from multiple industries were collected in the present investigation. We adopted analysis of descriptive statistics, reliability, validity, confirmatory factor and hierarchical regression to test data and also examine assumption of this stury. According to the result of hierarchical regression analysis with three main performances, only adaptive performance influenced promotability. While analyzing with detailed aspects of three performance, the result indicated that the handling work stress, job dedication, solving problems creatively and handling emergencies/crisis situations could predict promotability.
