實施360度評量影響受評者自我才能發展因素之探討─以某汽車經銷商為例

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陳羿璇(Yi-shiuan Chen) 查詢紙本館藏

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人力資源管理研究所

論文名稱

實施360度評量影響受評者自我才能發展因素之探討─以某汽車經銷商為例
(實施360度評量影響受評者自我才能發展因素之探討─以某汽車經銷商為例)

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摘要(中)

一位優秀的管理人員不但能夠激發部屬的潛力，也能對組織產生正向影響，此被視為組織成功的關鍵，近年來，學者與實務界皆建議利用360度回饋的方式進行評估，以協助員工瞭解自己、進行自我才能發展，進而達成組織目標。然而，雖360度評量制度對組織或個人皆有相當大的助益，但在評量制度的設計與執行上，若最終評量結果無法被受評者所接受，受評者便無法透過評量回饋意見或自他評差異來刺激自我才能的發展意圖，以提升工作績效及持續改善。
因此，本研究對象為個案公司中「參與360度評量且擔任受評者角色」的基層及中高階主管，運用因素分析、相關分析、階層迴歸分析等統計方法進行分析，探討影響受評者評量結果接受性知覺及自我才能發展意圖的重要因素。研究結果發現，受評者的「組織信任認知」、「評量來源能力認知」及「回饋建議認知」對受評者的接受性知覺會有顯著影響；「評量溝通認知」對於評量來源能力認知與評量結果接受性知覺間具有干擾效果，高評量溝通認知群組在評量來源能力認知與評量結果接受性知覺間的正向關係較弱；而受評者評量結果接受性知覺在「組織信任認知」、「評量來源能力認知」、「回饋建議認知」及「評量溝通認知」與受評者自我才能發展意圖之間，具有完全及部分的中介效果存在。最後根據本研究的研究結果提出管理意涵與實務運用上的建議。

摘要(英)

An outstanding manager who is regarded as the successful key in the organization not only can stimulate the subordinate’’s potential, also can bring the positive effect to the organization. In recent years, the academia and the enterprise all suggest use 360 degree appraisal to assist ratees in enhancing their abilities, changing their behaviors, and achieving the goals of the business. However, a tool of 360 degree appraisal can help the organization and employee, if ratees perceived neglect acceptance attitude about appraisal system and feedback report, ratees will have lower intention to enhance abilities, change behaviors ceaselessly.
The results of the study suggest that “perceived organizational trust”, “perceived abilities of raters in appraisal”, “perceived abilities of feedback” are key factor to ratees’ perceived acceptance attitude. When ratees experience higher “perceived organizational trust”, “perceived abilities of raters in appraisal”, “perceived abilities of feedback and suggestions”, ratees will have higher perceived acceptance attitude. The moderating effect of perceived appraisal communication between the perceived abilities of raters in appraisal and perceived acceptance attitude is found. And ratees’ perceived acceptance attitude to 360 degree appraisal possesses mediator effect between perceived organizational trust, perceived abilities of raters’, perceived abilities of feedback, perceived appraisal communication and ratees’ intention to self development.

關鍵字(中)

★ 360 度評量
★ 受評者接受度知覺
★ 自我才能發展意圖
★ 組織信任

關鍵字(英)

★ organizational trust
★ ratees’ perceived acceptance
★ key factors of 360 degree appraisal
★ ratees’ intention to self development

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 5
第二章文獻探討 6
第一節 360度評量制度的意義 6
第二節組織信任與360度評量 11
第三節影響受評者對360度評量接受性之因素 17
第四節受評者態度知覺之干擾效果 25
第五節受評者自我才能發展意圖認知 28
第六節人口統計變項與受評者態度之關係 31
第三章研究方法 32
第一節研究架構 32
第二節研究對象 35
第三節研究流程 36
第四節研究工具 37
第五節統計分析方法 41
第四章研究結果 42
第一節因素分析 42
第二節信度分析 50
第三節敘述性統計分析 51
第四節相關分析 54
第五節評量投入面與受評者態度之迴歸分析 55
第六節評量溝通之干擾效果 59
第七節受評者態度之中介效果分析 61
第五章研究結論與建議 65
第一節研究結論 65
第二節討論 70
第三節管理意涵 73
第四節研究限制 77
第五節研究建議 78
參考文獻 79
附錄本研究問卷 87

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指導教授

林文政(Wen-jeng Lin)

審核日期

2008-6-21

推文