人力資源專業人員對專業才能評鑑多源回饋之態度影響因素探討－以電子業為例

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紀原欽(Yuan-Qen Ji ) 查詢紙本館藏

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人力資源專業人員對專業才能評鑑多源回饋之態度影響因素探討－以電子業為例

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摘要(中)

多源回饋是近三十年來無論在學術界或是實務領域相當重視的課題，相較於傳統只由主管提供單一回饋的方式，回饋來源除了受評者的直屬主管外，同時也讓與受評者相關之人員，例如受評者的同事、自己，甚至是顧客都能有機會提供不同但相關的資訊。而這種資訊回饋的方式使得受評者或是其直屬主管可以藉由不同來源以及各方面得來的資訊，來對受評者做更客觀的評估、幫助其發展以及職涯規劃。若能適當地利用此回饋功能，能夠增進管理者的「自我覺察」（self-awareness），進而輔助其規劃未來，提升領導效能。
由於多源回饋能夠提供給受評者更多相關的寶貴資訊，以利於了解自己優缺點，但是當受評者所接收之評鑑結果與自我所持有的自我概念有所出入時，可能會對受評者的態度產生影響。因此在採多源回饋時，受評者對於公司採行的評鑑系統與結果的接受態度是很重要的。因此，本研究的目的即探討人力資源專業人員對於專業才能評鑑制度的態度，希望藉由了解哪些是影響人力資源專業人員接受才能評鑑制度的主要因素，針對問題來加以改善，以期未來人力資源專業人員能夠肯定對不同評估來源的評估結果，並藉以改善自身所缺乏的專業才能。
本研究以台灣電子業為例，探討95位人力資源專業人員對於專業才能評鑑制度的態度是否會因－自他評一致性程度（包括自評－主管評估差異、自評－他部門人員評估差異、Yammarino & Atwater界定的一致性分類）、自我肯定、對評估來源評估能力的知覺（包括信任主管、信任他部門人員）、人際關係（包括與主管的關係、與他部門人員之關係）、組織支持－之影響，並進一步透過統計分析去深入研究各因素對多源回饋評鑑態度的影響。
在結果方面，本研究發現，「自評－他部門人員評估差異」、「信任他部門人員」、「組織支持」、此三項是影響人力資源專業人員接受專業才能評鑑制度最重要的因素，此外，受評者本身的年資也會對受評者態度造成影響。而針對分析結果，本研究也提出管理實務上的意涵，以及後續研究的建議。

關鍵字(中)

★ 人力資源專業人員
★ 多源回饋
★ 對評估來源評估能力的知覺
★ 才能評鑑制度之態度
★ 自他評一致性程度

關鍵字(英)

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
第三節研究範圍4
第二章文獻探討5
第一節人力資源專業人員的角色5
第二節人力資源專業才能7
第三節他人回饋15
第四節他部門人員回饋對人力資源專業人員評鑑之態度影響20
第五節自他評一致性對人力資源專業人員評鑑之態度影響21
第六節受評者自我肯定與評鑑態度之關係23
第七節對評估來源的評估能力知覺與評鑑態度之關係26
第八節人際關係與評鑑態度之關係27
第九節組織支持與評鑑態度之關係30
第十節人口統計變項與受評者態度之關係31
第三章研究方法34
第一節研究架構34
第二節研究流程35
第三節變項操作性定義36
第四節研究工具38
第五節研究設計與資料蒐集43
第六節樣本人口統計變項描述45
第四章資料分析與研究結果48
第一節量表信效度分析49
第二節研究變項之敘述性統計分析54
第三節研究變項之相關分析56
第四節影響專業才能評鑑制度之態度因素之階層迴歸分析60
第五節單因子變異數分析68
第五章結論與建議76
第一節研究結論76
第二節研究限制82
第三節管理實務意涵83
第四節後續研究建議87
參考文獻89
附錄1-1 第一階段才能評鑑制度問卷：自我評估96
附錄1-2 第一階段才能評鑑制度問卷：主管評估99
附錄1-3 第一階段才能評鑑制度問卷：他部門人員評估104
附錄2-1 第二階段才能評鑑制度回饋表（範例）107
附錄2-2 第一階段才能評鑑制度之態度問卷111

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2001-7-5

推文