參考文獻 |
一、 中文部份
吳秉恩(民88),分享式人力資源管理,台北︰翰蘆圖書出版有限公司。
李根芳譯(Manz, C. C., & Sims, H. P.著)(民86),無上司企業:以自我管理團隊建立高績效公司,台北:遠流圖書出版有限公司。
林玉玲(民89),回饋預期一致性、程序公平、組織支持、個人特質對360 回饋態度及行為改變意圖之影響,政治大學心理研究所碩士論文。
紀原欽(民90),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,國立中央大學人力資源管理研究所未出版之碩士論文。
徐坤裕(民88),多源績效評估影響之探討,私立元智大學管理研究所未出版之碩士論文。
袁國森(民86),績效評估中程序公平及分配公平認知對員工對工作績效評估態度之影響:以中華電信某公司為例,國立中央大學人力資源管理研究所未出版之碩士論文。
莊朝正(民87),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。
陳玉山(民86),能力基礎途徑應用在人力資源管理之研究,國立政治大學公共行政研究所未出版之論文。
劉岡憬(民87),以360度回饋探討主管人員自他評一致性與領導效能關係之實證研究,國立政治大學心理研究所未出版之碩士論文。
劉麗華(民89),主管管理才能評鑑360度回饋對受評者態度之影響,國立中央大學人力資源管理研究所未出版之碩士論文。
蔡明穎(民89),「團隊領導者核心才能評鑑量表」之建立—以在台日式企業為例,國立中央大學人力資源管理研究所未出版之碩士論文。
蔡慶堂(民91),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-以在台某外商化工廠為例,國立中央大學人力資源管理研究所未出版之碩士論文。
鄧國宏(民89),主管管理才能評鑑量表之建立與信、效度分析-以某商銀為例,國立中央大學人力資源管理研究所未出版之碩士論文。
黎士群(民87),組織公平、信任與知識分享行為之關係性研究—以Unix 系統管理人員為例,私立銘傳大學管理科學研究所未出版之碩士論文。
二、 英文部份
Adair, J.(1987). Effective Team Building. Gower Publishing Company.
Atwater,L.and Waldman,D. (1998). 360 degree feedback and leadership development. Leadership Quarterly, 9(4): 423-426
Bannister, B.D.(1986). Performance outcome feedback and attributional feedback: Interactive effects on recipient responses. Journal of Applied Psychology, 71(2): 203-210.
Barclay, J.H. & Harland, L. K.(1995). Peer performance appraisals: The impact of rater competence,rater location,and rating correctability on fairness perceptions. Group & Organization Management, 20: 39-60.
Bassett, G. (1995). The new training: Operations methods for high performance. Human Resource Planning, 19: 38-47.
Bernardin, H. J., & Dahmus, S. A., & Redmon, G.(1993). Attitudes of first-line supervisors toward subordinate appraisals. Human Resource Management, 32: 315-324.
Bies, Robert J. and Joseph S. Moag (1986). Interactional Justice: Communication Criteria of Fairness. Research on Negotiation in Organizations, 1: 43-45. Roy J. Lewicki, Blair H. Sheppard, and Max H. Bazerman, eds. Greenwich, CT:JAI Press.
Blancero, D., Boroski, J., & Dyer, L. (1996).“Key competencies for a transformed human resource organization: Results of a field study.” Human Resource Management, 383-403.
Borman, W. C. (1991). Job behavior, performance, and effectiveness. In Dunnette, M. D., & Hough, L. M. (Eds)., Handbook of industrial and organizational psychology, 2(2). Palo Alto, CA: Consulting Psychologists Press.
Boyatzis, D.,(1982). The Competence Manager: A Model For Effective Performance, N.Y.: John Wiley & Son.
Bratton, A, D.,(1998). Develop A Framework of Core Competencies. Credit Union Magazine,17-18.
Brown, R. B. (1993). Meta-competence: A recipe for reforming competence debate. Personnel Review, 22(6): 25-36.
Burke, R.J., & Wilcox, D.S. (1969). Characteristic of effective employee performance review and development interview. Personnel Psychology, 22: 291-305.
Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46: 823-850.
Cannon-Bowers, J. A., Tannenbaum, S. I., Salas, E., & Volpe, C. E. (1995). Team Effectiveness and Decision Making in Organizations. Jossey-Bass Ins., Publishers, 333-380.
Carr, C. (1992). Teampower: Lessons form America’s Top companies on putting Teampower to Work. Englewood Cliffs, N.J.: Prentice-Hall, Inc.
Carroll, S. J., & Schneier, C. E.(1982). Performance appraisal and review systems: The identification, measurement, and development of performance in organizations. Glenview. IL : Scott, Foresman.
Dansereau, F., Cashman,J., & Graen, G. B.(1973). Instrumentality theory and equity theory as complementary approaches in predicting the relationship of leadership and turnover among managers. Organization Behavior and Human Performance, 10:184-200.
DeGregorio, M., & Fisher, C. D.(1988). Providing performance feedback: Reactions to alternate methods. Journal of Management, 14: 605-616.
Dessler, G., (1996). Human Resource Management, N.J.: Prentice Hall, Inc.
Dick, W., & Carey, L. (1990). The systematic design of instruction(3rd ed.). Glenview,IL: Scott, Foresman.
Ends, E., & Page, C. (1977). Organization Team Building. Winthrop: Cambridge, Massachussetts.
Facteau, C.L., Facteau, J.D., Schoel, L.C., Russell, J.A. & Poteet, M.L. (1998).Reactions of leaders to 360-degree feedback from subordinates and peers. Leadership Quarterly, 9(4): 427-448.
Ferris, G. R., Yates, V. L., Gilmore, D. C., & Rowland, K. M. (1985). The influence of subordinate age on performance ratings and causal attributions. Personnel Psychology, 38: 545-557.
Fishbein, M., & Ajzen, I.(1975). Belief, attitude, intention and behavior: An introduction to theory and research. Reading, MA :Addison-Wesley.
Folger, R. & Bies, R. J. (1989). Managerial responsibilities and procedural justice. Employee Responsibilities and Rights Journal,.2: 79-90.
Fox, J.,& Klein,C.(1996).The 360-degree evaluation.Public Management, Nov.: 20-22.
Funderburg, S.A., & Levy, P.E. (1997). The influence of individual and contextual variables on 360-degree feedback system attitudes. Group & Organization Management, 22(2): 210-235.
Furnham, A., & Stringfield, P. (1998). Congruence in job-performance ratings: A study of 360-degree feedback examining self, manager, peer, and consultant ratings. Human Relations, 51: 517-530.
Glickman, A. S., Zimmer, S., Moantero, R. C., Guerette, P. J., Campbell, W. J., Morgan, B. B., Jr.,& Salas, E. (1987). The evolution of teamwork skills an empirical assessment with implications for training. Orlando, FL: Naval Training Systems Center.
Gorsline,K.,(1996),A competency profile for human resource:No more Shoremaker’s children. Human Resource Management, 35(1): 53-66.
Graen, G. B. & Cashman, J.(1975).A role-making model of leadership in formal organizations: a developmental approach. In J. G. Hunt & L. L. Larson (Eds.). Leadership frontiers (Kent,OH:Kent State University Press.), 143-166.
Graen, G. B. (1976).Role making process within complex organization. In M. D. Dunnette (Ed.). Handbook of Industrial and Organizational Psychology, 1201-1245. Chicago: Rand-NcNally.
Graen, G. B., Novak, M. A., & Sommerkamp, P.(1982). The effect of leader-member exchange and job design on productivity and satisfaction: Testing a sual attachment model. Organizational Behavior and Human Performance, 30(1): 109-131.
Greenberg, J. (1986). Determinants of perceived fairness of performance evaluations. Journal of Applied Psychology, 71: 340-342.
Hackman, J. R.(1990). Groups that work. San Francisco: Jossey-Bass Inc.,Publishers.
Halperin, K., & Snyder, C. R., Shenkel, R .J., & Houston, B. K. (1976). Effects of source status and message favorability on accpetance of personality feedback. Journal of Applied Psychology, 61(1): 85-88.
Hayes, J.L. (1979). A new look at managerial competence: The AMA model of wrthy performance. Management Review, 68(11): 1198-1200.
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.
Hellervik, L.W., Hazucha, J.F., & Schneider, R.J. (1992). Behavior change: Models ,methods, and a review of the evidence . In M. D. Dunnette & L.Hough(Eds.). Handbook of Industrial and Organizational Psychology, 30. Palo Alto, CA: Consulting Psychologists.
Helmreich, R. L., Foushee, H. C., Benson, R., & Russini, R. (1986). Cockpit management attitudes: Exploring the attitude-performance linkage. Aviation, Space, and Environmental Medicine, 57: 1198-1200.
Hogan, E.A. (1987). Effects of prior expectations on performance ratings: A longitudinal study. Academy of Management Journal, 30: 354-368.
Ilgen, D.R., Fisher, C.D., & Taylor, M.S. (1979). Consequences of individual feedback on behavior in organizations. Journal of Applied Psychology, 64: 349-371.
Jessup, H. R. (1990). New Roles in team Leadership. Training & Development Journal, 44(11): 79-83.
Jones, J. E., & Bearley, W. L.(1996). 360 feedback. HRD Press.
Katz, R.L. (1955). Skill of an effective administrator. Harvard Business Review, 33: 33-42.
Katzenbach, J. R., & Smith, D. K. (1993). The Wisdom Of Teams: Creating The High-Performance Organization. New York: Harper Collins.
Kim,W Chan and Mauborgne,Renee A.(1993). Procedural justice, attitudes, and subsidiary top management. Academy of Management Journal, 36: 502-526.
Landy, F. J., Barnes, J. L., & Murphy, K. R. (1978). Correlates of perceived fairness and accuracy of performance evaluation. Journal of Applied Psychology, 63: 751-754.
Landy, F. J., Barnes-Farrell, J., & Cleveland, J. N. (1980). Perceived fairness and accuracy of performance evaluation: A follow-up. Journal of Applied Psychology, 65: 355-356.
Larson, C. E., & Lafasto, M. J. (1989). Teamwork: What Must Go Right, What Can Go Wrong. Beverly Hills, Ca: SAGE Publications.
Ledford, G. E. Jr. (1995). Paying for the skill, knowledge, and competencies of knowledge workers. Compensation and Benefits Review,27(4): 55-62.
Locke, E. A., & Latham, G. P.(1990). A theory of goal setting and task performance. Englewood Cliffs, NJ :Prentice-Hall.
London, M., & Wohler, A.J. (1991). Agreement between subordinates and self-ratings in upward feedback. Personnel Psychology, 44: 375-390.
Manz, C. C. & Sims, H. P. (1993). Business Without Bosses: How Self-Managing Teams Are Building High-Performing Companies. New York: John Wiley & Sons, Ins.
Matz, J. E., (1998). Designing succession system for new competitive realities. Human Resource Planning, 31-37.
Maurer, T., & Tarulli, B.(1996). Acceptance of peer/upward performance appraisal systems: Role of work context factors and beliefs about managers’ development capability. Human Resource Management, 35: 217-241.
McCall, M. W., & Lombardo, M. M. (1983). What makes a top executive? Psychology Today, 26-31.
McClelland, D. C. (1973). Testing for competence review discussion: Making it constructive. Personnel Journal, 56: 508-511.
McDonald, A. Robert (1997). Intention to use feedback in single and multi-source performance appraisal systems. A dissertation submitted to the University at Albany in Partial Fulfillment of the Requirement for the Degree of Doctor of Philosophy.
McEvoy, G. M., & Beatty, R. W., (1989). Assessment centers and subordinate appraisals of managers: a seven-year examination of predictive validity. Personnel Psychology, 37-52.
McIntosh-Fletcher, D. (1996). Teaming by design: Real teams for real people. Chicago: IRWIN.
Miborrow, G. (1988). Crafty Management. Management Today, 5.
Milkovich, T. G., & Newman, M. J., (1999). Compensation, N.Y.: McGraw-Hill.
Mohrman, S. A., Cohen, S. G., & Mohrman, A. M., Jr.(1995). Designing team-Based Organizations-New Forms for Knowledge Work. San Francisco: Jossey-Bass Inc.,Publishers.
Moorman, R.H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perception influence employee citizenship? Journal of Applied Psychology, 76(6): 845-855.
Moulton, H. W., (1993). Executive Development: Preparing for the 21st Century, N.Y.︰Oxford University Press.
Murlis, H., & Fitt, D. (1991). Job evaluation in a change world. Personnel Management, 23(5): 39-43.
Nathan, B.R., Mohrman, A.M., & Milliman, J. (1991). Interpersonal relations as a context for the effects of appraisal interviews: On performance and satisfation: A longitudinal study. Academy of Management Journal, 34(2): 352-369.
Orasanu, J. (1990). Shared mental models and crew performance. The annual of the meeting of Human Factors Society. Orlando Florida, October.
Oser, R. L., McCallum, G. A., Salas, E., & Morgan, B. B., Jr. (1992). Toward a definition of teamwork: Behavioral elements of successful teams. Orlando, FL: Naval Training Systems Center.
Parker, G. M. (1990). Team players and teamwork: The new competitive business strategy. San Francisco: Jossey-Bass Inc., Publishers.
Parry, B.S. (1998). Just what is a competency? Training, 58-64.
Podsakoff, P. M. & Farh, J. L. (1989). Effects of feedback sign and credibility on goal setting and task performance. Organizational Behavior and Human Decision Processes, 44: 45-67.
Prahalad, C.K.,& Hammel,G.(1990). The Core Competence of The Corporation, Harvard Business Review, 79-91.
Prince, C., & Salas, E. (1993). Training and research for teamwork in the military aircrew. In Wiener, R., Kanki, B., & Helmreich, R. (Eds.)., Cockpit resource management, 337-366. San Diego.
Quick, T. L. (1992). Successful Team Building. New York: American Management Association.
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.
Raelin,J.A.,&Cooledge,A.S.(1995). From generic to organic competencies. Human Resource Planning,18(3): 24-33.
Robbins, A. P. (1994). Organizational Behavior. N.J.: Prentice-Hall, Inc.
Sackett, P. R., DuBois, C. L. Z., & Noe, A. W. (1991). Tokenism in performance evaluation: The effects of work group representation on male-female and white-black differences in performance ratings. Journal of Applied Psychology, 76: 263-267.
Sandwith, P.(1993). A Hierarchy of Management Training Requirements: The Competency Domain Model. Public Personnel Management, 22(1): 1.
Scandura, T. A., & Graen, G. (1984). Moderating effects of initial leader member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69(3): 428-436.
Scott, W. G., & Mitchell, T. R. (1972). Organization Theory. Homewood, I11.: Richard D.Irwin.
Seers, A.(1989).Team-member exchange quality: A new construct for role-making research. Organizational Behavior and Human Decision Process, 43: 118-135.
Seers, A., Petty, M. M. & Cashman, J. F. (1995). Team-member exchange under team and traditional management. Group & Organization Management, 20(1): 18-38
Sevy, B. A., Olson, R. D., McGuire, D. P., Fraser, M. E., & Paajanen, G. (1985). Management skills profile research report and technical manual. Minneapolis MN: Personnel Desision.
Shonk, J. H. (1982). Working In Teams: A Practical Manual For Improving Work Groups. New York: AMACOM.
Smither, J. W., Wohlers, A. J., & London, M.(1995). A field study of reactions to normative versus individualized upward feedback. Group & Organization Management, 20: 61-89.
Spencer, L. & Spencer, M. (1993). Competence At Work: Models for Superior Performance. N.Y.: John Wiley & Sons, Inc.
Tang, Thomas Li-Ping and Sarsfield-Baldwin and Linda J. (1996). Distributive and procedural justice as related to satisfaction and commitment. Advanced Management Journal, 61: 25.
Tannenbaum, S. I., & Yukl, G. (1991). Training and development in work organizations. Annual Review of Psychology, 43: 99-441.
Taylor, M. S., Fisher, C. D., & Ilgen, D. R. (1984). Individual’s reactions toperformance feedback in organization: A control theory perspective. In K. M. Rowland and G. R. Ferris (Eds.). Research in personnel and human resources management, 6: 81-124. Greenwich, CT :JAI Press.
Thomas, J. B., & Kenneth, P. D. M. (1996). Diagnosing Whether an Organization Is Truly Ready to Empower Work Teams: A Case Study. Human Resource Planning, 19: 38-47.
Van Velsor, E., & Leslie, J. B. (1991). Feedback to Managers 1991. Reports #149R & #150R. Greensboro, NC: Center for Creative Leadership.
Waldman, D.A., & Bowen, D.E. (1998). The acceptability of 360-degree appraisals: A customer-supplier relationship perceptive. Human Resource Management, 37: 117-129.
Wexley, K.N., & Baldwin, T.T. (1986). Performance appraisal: An update, In Rowland KM, Ferris GR (Ed.). Research in Personnel and Human Resources Management, 2: 35-79. Greemwocj, CT: JAI Press .
Witt, L. A.(1991). Exchange ideology as a moderator of job attitudes-organizational citizenship behaviors relationships. Journal of Applied Social Psychology, 21: 1490-1501.
Woodruffe,C.(1991).Competence by any other name. Personnel Management, 23(9): 30-33.
Yammarino, F. & Atwater, L. E. (1993). Understanding self-perception accuracy: implications for human resources management. Human Resource Management, 32: 231-249.
Yeung, A, K.(1996). Competencies for HR professionals:An interview with Richard E. Boyatzis. Human Resource Management, 35(1): 119-132.
Zeme, R., & Zemke, S. (1999). Putting Competencies to work. Training, 70-76. |