博碩士論文 984207002 詳細資訊




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姓名 許軒豪(Hsuan-Hao Hsu)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 影響華人社會多源評量結果接受態度因素之探討-以權力距離與華人傳統觀念為調節變項
(The Determinants of Ratees’ Acceptance of Multi-Source Feedback Systems in ChineseSociety—the Moderating Effects of Power Distance and Chinese Tranditionality)
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摘要(中) 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。
摘要(英) 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.
關鍵字(中) ★ 華人傳統觀念
★ 多源回饋
★ 主管管理風格
★ 經驗開放性
★ 權力距離
關鍵字(英) ★ Multisource Feedback
★ Supervisory Style
★ Chinese Traditionality
★ Openness to Experience
★ Power Distance
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 ............................................4
第三節 研究流程 ............................................5
第二章 文獻探討與研究假說 ........................................6
第一節 多源回饋 ............................................6
第二節 受評者對回饋之接受態度 ................................7
第三節 評量來源能力知覺與接受態度之關係 ....................8
第四節 主管管理風格與接受態度之關係 ........................9
第五節 開放性與接受態度之關係 ...............................10
第六節 權力距離的調節效果 ...................................11
第七節 華人傳統觀念的調節效果 ...............................12
第三章 研究方法 ...............................................14
第一節 研究架構 ...........................................14
第二節 研究對象 ...........................................15
第三節 研究工具 ...........................................16
第四章 研究結果 ...............................................19
第一節 人口統計變項描述 ...................................19
第二節 信度與效度分析 .......................................21
第三節 相關分析 ...........................................27
第四節 階層迴歸分析 .......................................29
第五章 結論與建議 ...............................................34
第一節 研究結論 ...........................................34
第二節 討論與管理意涵 .......................................36
第三節 研究限制 ...........................................39
第四節 未來研究建議 .......................................40
參考文獻 .......................................................41
附錄 ...........................................................50
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沈富鈞(2007)。實施多源評量成功因素、受評者接受態度知覺與受評者自我才能發展意圖關聯性之研究。國立中央大學人力資源管理研究所碩士論文,未出版,桃園縣。
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指導教授 李誠(Joseph S. Lee) 審核日期 2011-7-22
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