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姓名 蔡慶堂(Ching-Taung Tsai)  查詢紙本館藏   畢業系所 高階主管企管碩士班
論文名稱 主管管理才能評鑑360度回饋對受評者態度之影響因素探討—以在臺某外商化工廠為例
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摘要(中) 360度回饋(360-degree feedback)是近年來無論在學術界或是實務領域相當受重視的課題,例如回饋來源除了受評者的直屬主管外,同時也讓受評者的部屬、同事、自己,甚至是顧客都能有機會提供不同但相關的資訊。在用途上,360度回饋可應用於訓練發展、績效評鑑、選人任用等,若用於管理才能發展的應用,個人發展目標可藉由360度多源回饋的系統與公司策略相結合,增進管理者的「自我覺察」,進而幫助其規劃未來,提升領導效能。
儘管受評者能經由360度回饋獲得更多瞭解自己優缺點的寶貴資訊,但當評鑑來源多源化,也意謂著受評者所收到之評鑑結果與評鑑前所持有的自我概念有相當差距時,可能對受評者產生影響。而且,在推行360度多源回饋時,受評者對於評鑑方式的態度是很重要的,因為它可能會影響受評者是否接受360度多源回饋評鑑系統與結果。因此,本研究之目的之一在於探討受評者對360度管理才能評鑑之態度,希望藉由了解受評者對360度管理才能評鑑系統的態度,並針對受評者的態度所引發的問題加以改善,使受評者能肯定不同評鑑來源的評鑑結果,進而改善與發展本身所缺乏的管理才能。
本研究以國內一家外商為例,探討其在國內三家化學製造廠,受評者對360度主管管理才能多源評鑑的態度。
在結果方面,本研究發現,對直屬主管、同事評鑑能力的信任是影響受評者態度的最大因素,其次為「人際關係」中與同事的關係(TMX),另外「服務年資」、「自我肯定」、「性別」在本研究中亦對受評者態度造成影響,但影響力相對較弱。而針對分析之結果,本研究在結論中亦提出管理實務上的意涵並針對研究個案之擴大、研究對象之擴大、研究變數之增加、研究主題之擴充,提出進一步研究的建議。
關鍵字(中) ★ 自他評差異
★ 自我肯定
★ 對評鑑來源的評鑑能力知覺
★ 對360度主管管理才能評鑑的態度
★ 360度回饋
★ 主管管理才能
★ 多源回饋
關鍵字(英) ★ 360
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..................................................................….7
第二章 文獻探討....................................................................…..8
第一節管理才能..............................................................…….8
第二節360 度回饋............................................................….19
第三節360 度回饋與受評者態度之關係探討...............….23
第三章 研究方法...................................................................….37
第一節研究架構................................................................….37
第二節研究流程…………………………………...…….....38
第三節變項操作性定義....................................................….40
第四節研究假設.................................................................…41
第五節研究工具................................................................….42
第六節研究設計.................................................................…52
第七節資料分析方法......................................................…...54
第八節 個案公司簡介…………………………………...55
第四章 資料分析與研究結果.....…………..............................56
第一節樣本人口統計變項描述...............................….…...56
第二節研究變項之描述性統計分析................................…58
第三節管理才能問卷信效度析.........................................…60
第四節研究變項之相關分析.............................................…73
第五節影響管理才能評鑑態度因素之逐步迴歸分析........76
第六節單因子變異數分析…….…………………………84
第五章 結論與建議 ..............................................................….87
第一節研究結論...........................…......................................87
第二節研究限制.....................................................................93
第三節研究建議.................................................................…94
參考文獻....................................................................................100
表目錄
表1-1-1 個案公司管理人員領導能力和管理才能之標準
-五大構面.…………………………….…………….……….3
表1-1-2 個案公司管理人員領導能力和管理之才能標準
-二十三個管理才能指標……………………..…………….4
表2-1-1 一般管理模式.……………………………... .......…......….13
表2-1-2 管理行為之綜合分類模式…………...…..............…..……14
表2-1-3 管理才能衡量構面.......…...............…………………..........15
表2-1-4 管理才能模型架構....…………….......................…......…...16
表2-1-5 受測公司主管管理才能評鑑量表……………………....17
表3-3-1「高估者」、「低估者」、「一致/高者」及「一致/低者」分類模……………………………………………………...27
表3-5-1 管理才能評鑑量表之構面與題項…………………… ..…42
表3-5-2 管理才能各構面之信度分析(預測試)…………..……..43
表3-5-3 信度分析結果表-「業務方針」(預測試)……..………….44
表3-5-4 信度分析結果表-「方法的應用」(預測試)………………45
表3-5-5 信度分析結果表-「人際網路/團隊的建立」(預測試)……46
表3-5-6 信度分析結果表-「人力發展」(預測試)………………..47
表3-5-7 信度分析結果表-「個人領導能力」(預測試)……...……48
表3-5-8 再測試之管理才能構面之信度分析……………………...49
表3-5-9 再測試與預測試管理才能構面之相關性比較……...…....49
表3-5-10 360度主管管理才能評鑑態度量表題項分類表…… …...51
表3-6-1 各廠人數統計表....……..............................................……..52
表3-6-2 量表回收統計表........................................…................……53
表4-1-1 問卷回收狀況..............................................................….… 56
表4-1-2 樣本基本資料統計表.............................................…...……57
表4-2-1 管理才能各評鑑來源之平均數與標準差…………… …..58
表4-2-2 對360度主管管理才能評鑑的態度平均數與標準差.……59
表4-2-3 影響管理才能評鑑態度因素之平均數與標準差.........…..59
表4-3-1 管理才能各構面之信度分析:階段一vs.預測試…..……60
表4-3-2 信度分析結果表-「業務方針」……………………..…….61
表4-3-3 信度分析結果表-「方法的應用」…..…………………….62
表4-3-4 信度分析結果表-「人際網路/團隊的建立」……..………63
表4-3-5 信度分析結果表-「人力發展」………………..………….64
表4-3-6 信度分析結果表-「個人領導能力」………………………65
表4-3-7 360度主管管理才能評鑑態度各構面之信度分析….......66
表4-3-8 管理才能評鑑態度之「系統接受性」/「系統公平性」
群組信度分析…………………………………………...…66
表4-3-9 管理才能評鑑態度結果「接受性」/「公平性」/
「有用性」群組信度分析…………………………...……67
表4-3-10主管管理才能評鑑「系統態度」/「結果態度」
之信度分析 …………………………………………...…..68
表4-3-11 主管管理才能評鑑態度之「總信度」群組分析……….…69
表4-3-12 影響360度主管管理才能評鑑態度因素之信度分析.…..69
表4-3-13 「自我肯定」群組之信度分析……………………………70
表4-3-14 「對評鑑來源評鑑能力的知覺」群組之信度分析….…..70
表4-3-15 「與上司的關係」群組之信度分析………………………71
表4-3-16 「與部屬的關係」群組之信度分析……..………………71
表4-3-17 「與同事的關係」群組之信度分析………………………72
表4-4-1 360度主管管理才能評鑑態度各構面之PEARSON’S
積差相關矩陣....................................................…………..74
表4-4-2 自變項之PEARSON’S 積差相關陣..…..……...…….…....75
表4-5-1 多元迴歸線性檢定....................................................…..…..77
表4-5-2 各自變數與對360度主管管理才能評鑑態度之逐步
迴歸分析.........................................……….......….………..78
表4-5-3 各自變數對系統接受性態度之逐步迴歸分析...…..…......79
表4-5-4 各自變數與對系統公平性態度之逐步迴歸分析...….…...80表4-5-5 各自變數對結果接受性態度之逐步迴歸分析.......….…...81
表4-5-6 各自變數對結果公平性態度之逐步迴歸分析...………....82
表4-5-7 各自變數對結果有用性態度之逐步迴歸分析....…....…...83
表4-6-1 性別對評鑑態度之變異數分析………………………...…84表4-6-2 性別對回饋差異之變異數分……………….…………......85
表4-6-3 部門別對評鑑態度之變異數分析……………………...…85
表4-6-4 自他評一致性對評鑑態度之變異數分析………………...86
表5-1-1 360度主管管理才能評鑑態度之影響因素分析結果…...89
表5-3-1 個案公司23項管理才能優勢及待改善機會….………..…99
圖目錄
圖1-1-1 個案公司目標發展的程序…………………………………..6
圖2-1-1冰山模型………………………... ..………………………..10
圖2-1-2核心與表面的才能………………...…………...…………..11
圖2-2-1 360度回饋示意圖................…................................…....... 19
圖3-1-1 本研究架構圖主管對360度主管管理才能評鑑態度...…..37
圖3-2-1 本研究架構圖.........................................................…...……38
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指導教授 林文政(Wen-jeng Lin) 審核日期 2002-6-3
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