任務績效對於晉升力之影響－以脈絡績效與適應績效為調節變項;Task performance on the promotability of influence - the context of performance and adaptation performance as moderators

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/54676

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/54676

Title:	任務績效對於晉升力之影響－以脈絡績效與適應績效為調節變項;Task performance on the promotability of influence - the context of performance and adaptation performance as moderators
Authors:	蕭妤安;Hsiao,Yu-An
Contributors:	人力資源管理研究所
Keywords:	潛力;適應性績效;脈絡性績效;任務性績效;晉升力;工作績效;task performance;job performance;promotion force;potential;contextual performance;adaptive performance
Date:	2012-07-27
Issue Date:	2012-09-11 18:59:17 (UTC+8)
Publisher:	國立中央大學
Abstract:	一直以來，主管們大多數將任務性績效的表現，視為能力與動機的指標，藉以評斷該員工在未來是否有意願以及能力完成更高職位的工作任務，然而環境的變化愈來愈快速，企業管理階層需要面對的工作角色，也愈來愈複雜甚至模糊，任務性績效已經無法準確評價員工的工作貢獻，更遑論預測未來的表現。學界對於工作績效的研究也呼應上述的現象，除了任務性績效之外，學者認為工作績效應該再區分出脈絡性績效以及適應性績效，分別注重員工在工作外角色行為的展現，以及員工是否具有超越現在，並且在未來持續發展的可能性。但是就實務上來說，任務性績效是組織對員工的基本要求，只有在任務性績效存在時，脈絡性以及適應性績效對於主管的參考價值才會增加，提供主管更多關於員工能力與動機的訊息。本研究透過問卷調查台灣62家私人企業，每家公司邀請三位主管，請主管分別評核兩位直屬部屬的任務性、脈絡性、適應性績效表現以及晉升力，結果發現，展現脈絡性績效中工作奉獻，以及適應性績效中文化適應的員工，隨著任務性績效愈高，晉升力也愈高，換句話說，兩者與任務性績效之間的交互作用，對於晉升力產生顯著的正向調節效果。最後，透過後續的討論與建議，提供企業在各職位的接班人評選與發展上，更多的理論與實證的基礎。Task performance has been as indicators of ability and motivation to complete the tasks of the higher positions, however, the changing environment, task performance can not assess actually what employee contribute to, nor to predict future performance.The academic study of job performance, scholars believe that job performance should distinguish contextual performance and adaptive performance from task performance. And this study thought there are interactions between task performance and contextual performance, and between task performance and adaptive performance.This study through a questionnaire survey of 62 private enterprises in Taiwan, and found that interaction between task performance and contextual performance or between task performance and adaptive performance to promotability is significant and positive. Finally, hope follow-up discussions and suggestions, provide more theoretical and empirical basis to enterprise.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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