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姓名 沈俊吟(Chun-Yin Shen)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 適應性績效對晉升力評分之影響- 以LMX及關係年資為調節變項
(The study of the relationship between adaptive performance and promotability ratings: The moderating effects of LMX and relationship tenure)
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摘要(中) 由過去諸多的研究可發現,組織為做好人才管理,多以員工過去的工作績效,來預測員工未來被晉升的可能性。適應性績效著重個體於動態環境中,不斷調整自身能力的表現;其好壞與否,對晉升力評分應更具預測力。然而在評分過程中,社會脈絡一直被認為具有左右評分結果的影響力;因此,同步考量LMX及時間變項是必要的。
本研究採跨產業樣本蒐集之方式,由台灣71家企業共回收372 份有效問卷;主要以階層迴歸分析探討員工適應性績效對主管晉升力評分的解釋力,同時關注於社會脈絡中的LMX及關係年資對上述關係間存在的調節效果。主效果的分析結果說明,適應性績效與晉升力評分間具有顯著的正向關係。三維交互關係則顯示,LMX及關係年資具負向干擾現象;當LMX品質高時,淺關係年資相較於深關係年資,對適應性績效預測晉升力評分結果具有較明顯的調節效果。
摘要(英) Based on past research, organizations typically manage talent by promoting employees based on their past work performance. Adaptive performance focuses more heavily on one’s ability to self-adjust within a dynamic environment and should better predict promotability ratings. However, social context encompasses a vast number of issues and circumstances that may influence the rating result, therefore LMX and temporal variable has to be considered at the same time.
This study collected input from 71 Taiwanese companies from multiple industries, with 372 valid questionnaires were collected. We primarily adopted analysis of hierarchical regression to test the relationship between adaptive performance and promotability ratings. At the same time, LMX and relationship tenure were also taken into consideration. The main effect explains that adaptive performance and promotability ratings have significant and positive relation. In addition, three-way interaction was found, LMX and relationship tenure has negative moderating effect. When LMX is high, short relationship tenure will has stronger moderating effect than long relationship tenure.
關鍵字(中) ★ 適應性績效
★ 晉升力評分
★ 主管與部屬關係交換品質
★ 關係年資
關鍵字(英) ★ Adaptive Performance
★ Promotability Ratings
★ Leader-Member Exchange,
★ Relationship Tenure
論文目次 目錄 VIII
圖目錄 IX
表目錄 IX
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討與研究假說 6
第一節 適應性績效 6
第二節 主管部屬交換關係 8
第三節 關係年資 9
第四節 晉升力評分 11
第五節 適應性績效與晉升力評分之關聯性 12
第六節 LMX及關係年資於適應性績效與晉升力評分間的調節效果 14
第三章 研究方法 19
第一節 研究架構 19
第二節 研究對象與程序 19
第三節 研究變項衡量 20
第四節 統計方法 21
第四章 研究結果 22
第一節 驗證性因素分析 22
第二節 敘述性統計與相關分析 23
第三節 階層迴歸分析 24
第五章 結論與建議 28
第一節 研究結果與討論 28
第二節 管理意涵 30
第三節 學術貢獻 32
第四節 研究限制與未來研究方向 33
參考文獻 35
中文部分 35
英文部分 35
圖目錄
圖3 1 研究架構圖 19
圖4-1 適應性績效、LMX,及關係年資三維交互圖 26
表目錄
表4-1 研究變項之驗證性因素分析 22
表4-2 適應性績效、晉升力評分與調節變項之敘述性統計及相關分析 23
表4-3:LMX與關係年資,對適應性績效及晉升力評分的三維調節效果 25
表4-4 本研究假設分析結果彙整表 27
參考文獻 中文部分
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指導教授 林文政(Wen-Jeng Lin) 審核日期 2013-7-19
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