參考文獻 |
一、中文部分
吳秉恩(1999)。分享式人力資源管理,台北 翰蘆圖書出版有限公司。
莊朝正(1997)。管理才能評鑑量表之建立以某高科技公司為例,國立中央大學人力資
源管理研究所未出版之碩士論文。
陳嘉星 (2012)。膠帶業景氣不振 影響有限,中華徵信所。
劉大佼 (2003)。淺談膠帶,化學材料與生活專題報導,科學發展362期。
陳淑慧 (2005)。膠帶業追求企業永續經營之關鍵因素探討-以A公司為例,國立中央大
學財務金融學系碩士在職專班碩士論文。
許志隆 (2003)。職能辭典(Competency Dictionary)的發展與應用,國立中央大學人力資
源管理研究所未出版之碩士論文。
李向紅、金思宇、徐衛 (2009) 。英漢人力資源管理辭典,水利水電出版社。
二、英文部分
Alimo-Metcalfe , B. (1998). 360 degree feedback and leadership development.
International Journal of Selection and Assessment. 6, 35-44.
Atkins, Paul W. B.; Wood, Robert E. (2002). Self─Versus Others Ratings As Predictors of Assessment Center Ratings: Validation Evidence For 360─Degree
Feedback Programs. Personnel Psychology, 55, 871-904.
Atwater, Leanne, & Waldman, David(1998). 360-degree feedback and leadership development. Leadership Quarterly, 9(4), 423-426.
Beehr, T. A., Ivanitskaya, L., Hansen, C. P., Erofeev, D., & Gudanowski D. M. (2001).
Evaluation of 360 degree feedback rating:relationships with each other and with
performance and selection predictors. Journal of Organizational Behavior, 22,
775-788.
Boyatzis,R.E. (1982). The competence manager: A Model for Effective Performance.
New York: John Wiley & Sons.
Church, A. H., & Bracken, D. W., (1997).Advancing the State of the Art of 360-Degree Feedback Guest Editors' Comments on the Research and Practice
of Multirater Assessment Methods, Group & Organization Mangement,22(2),
149-161.
Gary Hamel .,& C. K. Prahalad. (1994). Strategic Management Journal Supplement.
15, 5–16.
Dalton, M.(1997). Are competency models a waste? Training & Development,51, 46-49.
David C. McClelland. (1973). Testing for competence rather than for intelligence.
American Psychologist, 28, 1-14.
Facteau, C. L., & Facteau, J. D. (1998). Reactions of leaders to 360-degree feedback
from subordinates and peers. Leadership Quarterly, 9(4),427–448.
Funderburg, S.A., & Levy, P.E. (1997). The influence of individual and contextual
variables on 360-degree feedback system attitudes. Group & Organization
Studies, 22(2), 210-236.
Garavan, T. N., Morley, M.,& Flynn, M. (1997). 360 degree feedback:
its role in employee development. Journal of Management Development, 16(2),
134-147.
Ghorpade, Jai.(2000). Managing five paradoxes of 360-degree feedback. The
Academy of Management Executive, 14(1), 140-150.
Greguras, G. J., Robie, C. (1998). A new look at within-source interrater reliability of
360-degree feedback ratings. Journal of Applied Psychology, 83(6), 960.
Guglieliemino, P. J. (1979). Developing the top-level executive for the 1980’s and
Beyond. Training and Development, 12-14.
Harold Klemp. (1986).The Book of ECK Wisdom. Illuminated Way Publishing,
Incorporated .
Hazucha, J. F., Hezlett, S. A., & Schneider, R. J. (1993). The impact of 360‐degree
feedback on management skills development. Human Resource Management, 32,
325-351.
Ken W. Parry. (1998). The Organizational Story as Leadership. SAGE Publications
(Los Angeles, London, New Delhi, and Singapore), 3(3), 281–300.
London, M., & Beatty, R. W. (1993). 360-degree feedback as a competitive
advantage. Human Resource Management, 32(3),353-372.
Luthans, F., & Peterson, S. J. (2003). 360-degree feedback with systematic coaching:
Empirical analysis suggests a winning combination. Human Resource
Management, 42(3), 243-256.
Maurer, T. J., Mitchell, D, R.D., & Barbeite, F. G. (2002). Predictors of attitudes
toward a 360─degree feedback system and involvement in post─
feedback management development activity. Journal of Occupational and
Organizational Psychology, 75(1), 87-107.
McLagan, P. (1983). Model for Excellence. Alexandria, VA:American Society for
Training and Development.
Miborrow, G. (1988). Crafty Management. Management Today, 5.
Morgeson, F.P., Mumford, T.V., & Campion, M.A. (2005). Coming Full Circle: Using
Research and Practice to Address 27 Questions About 360-Degree Feedback
Programs. Consulting Psychology Journal: Practice and Research, 57(3), 196.
Nowack, K.,Church, A.H.,Vinson, M.N.,Wimer,S.,Rogers,E.,Rogers,C.W., Metlay, W., Bennett, B., Shaver Jr, W., & Nelson, J. (2000). 360 degree feedback-the whole story, Training and Development.
Peiperl, M. (2001). Getting 360 degree feedback right. Harvard business review, 79(1), 142-147.
Pfau, B.,Kay, I., Nowack, K. M., Ghorpade, J. (2002). Does 360-degree feedback
negatively affect company performance? HR Magazine, 47(6), 54-59.
Quinn, E.R., Faerman, R.S., Thompson, P.M. & Mcgrath, R.M. (1990). Becoming a
Master Manager: A Competency Framework. N.Y.: John Wiley & Son, Inc.
Ralelin, J. A., & Cooledge, A. S. (1995). From generic to organic competencies.
Human Resource Planning, 24-33.
Richard E. Boyatzis. (2008). Competencies in the 21st century. Journal of
Management Development, 27 (1),5-12.
Ryan K. Lahti, (1999). Identifying and Integrating Individual Level and Organizational Level Core Competencies. Journal of Business and Psychology,14(1), 59.
Scott , P.(1998). Project Management Competency Development Framework. PMI.
Spencer, L. M Jr., & Spencer, S. M. (1993). Competence at work: Model for superior
performance. New York: John Wiley & Sons, Inc., 11.
Thornton.(1992).The rapid generation of mutation data matrices from protein sequences. Comput Appl Biosci, 8(3), 275-82.
Torno, W. W. (1993). Editor's note: Introduction to special issue on 360─degree
Feedback. Human Resource Management, 32, 211-219.
Waldman, David A; Atwater, Leanne E; Antonioni, David., 1998, Has 360 degree
feedback gone amok? The Academy of Management Executive, 12(2), 86-94. |