360度評量影響受評者工作目標設定行為因素之探討─結果正確性知覺的干擾或中介效果檢驗

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王欣婉(Shin-Wan Wang) 查詢紙本館藏

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人力資源管理研究所

論文名稱

360度評量影響受評者工作目標設定行為因素之探討─結果正確性知覺的干擾或中介效果檢驗
(The Relationship Study between Factors of 360 Degree Feedback Evaluation with Behaviors of Goal-setting - The Test of Ratees’ Perception of Validity by Moderating or Mediating Effect)

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摘要(中)

目前許多台灣企業採取「人才管理」的思維而導入360度評量，其最主要用意在於幫助員工進行自我才能發展。雖說如此，在實施過程中，常有不如預期的情形發生，比如當評量結果不被受評者認為是正確的，則該次評量就會被認為是一次失敗的評量；過去研究發現評量回饋制度能夠提供有關工作表現的正確性、精確性以及適當性，其對於個人工作績效的特定與挑戰性目標上具有幫助。因此，本研究欲歸納360度評量正確性成功因素，如整體保密、評量溝通、回饋面談及評量來源能力認知等，以探討各因素與工作目標設定行為間，評量結果正確性知覺是否具有調節效果或中介效果的存在，以作為企業導入360度評量時的參考。
本研究以360度評量制度中擔任受評者角色的四家個案公司的314位主管為樣本，進行問卷調查。研究結果發現360度評量正確性成功因素中的「整體保密認知」、「評量溝通認知」、「回饋面談認知」與「評量來源能力認知」，對於「評量結果正確性知覺」有顯著影響；其對於「工作設定目標行為」影響過程中，「評量結果正確性知覺」則須經由中介效果，而非以干擾效果產生影響。最後，根據本研究結果，給予企業實施360度評量的相關建議。

摘要(英)

Presently, enterprises in Taiwan have taken the “talent management” thought so that implemented the 360 degree feedback evaluation. Its main purpose is to help employees have intention to develop their talents. However, in the process of implementing, something unexpected happened at times. For example, if the results of evaluation are not considered validly by ratees, the 360 degree feedback evaluation will be deemed as a failure. Besides, researchers found that feedback evaluation can provide ratees with validity, accuracy and fitness for their job performance. It is also beneficial to ratees for
setting specific and challenged goals. Focusing on generalizing the key successful factors of validity for 360 degree feedback, this study develops a model and associated propositions to examine the effect of 360 degree feedback on behaviors of goal-setting by moderating or mediating.
The study used a total of 314 managers who had played the role of a ratee in 4 companies respectively as a questionnaire sample. In results of the study found that “perceptions of confidentiality, understanding, interview feedback, and abilities of raters in 360 degree feedback” are key factors to ratees’ perception of validity. In addition, ratees’ perception of validity for 360 degree feedback evaluation possesses mediating effect between these key successful factors of validity with behaviors of goal-setting rather than moderating effect. After identifying how key successful factors of validity for 360 degree feedback affect behaviors of goal-setting, we recommend how to enhance the probability of implementing 360 degree feedback evaluation successfully and sustaining the process over time.

關鍵字(中)

★ 受評者結果正確性知覺
★ 工作目標設定行為
★ 360度評量

關鍵字(英)

★ Ratees’ perception of validity
★ 360 degree feedback evaluation
★ Behaviors of goal-setting

論文目次

目錄
摘要 i
目錄 iii
表目錄 iv
圖目錄 iv
第一章序論 1
第一節研究背景與動機 1
第二節研究目的 4
第二章文獻探討 5
第一節 360度評量的意義 5
第二節 360度評量的功能 7
第三節 360度評量的正確性成功因素探討 9
第四節受評者評量結果正確性知覺與目標設定行為相關研究 17
第三章研究方法 21
第一節研究架構 21
第二節研究對象 25
第三節研究流程 27
第四節研究工具 28
第五節統計分析方法 31
第四章研究結果 32
第一節因素分析 32
第二節信度分析 37
第三節敘述性統計分析 38
第四節相關分析 40
第五節評量投入面與受評者態度之迴歸分析 41
第六節結果正確性知覺干擾效果分析與探討 43
第七節受評者態度之中介效果分析 46
第五章研究結論與討論 52
第一節研究結論 52
第二節管理實務意涵與應用 59
第三節研究限制 62
第四節研究建議 63
參考文獻 65
附錄本研究問卷 71
表目錄
表 1︰360度評量四種可能的結果 6
表 2︰360度評量正確性因素與設計事項關聯性探討 9
表 3︰360度評量正確性因素與設計事項關聯性探討（續） 10
表 4：個案公司特性與問卷回收情形一覽表 26
表 5：因素分析後所有自變項因素負荷量與共同性摘要表 33
表 6：因素分析後所有依變項因素負荷量與共同性摘要表 34
表 7：因素分析後各構面之題項 35
表 8：因素分析後刪除之題項及其原因 36
表 9：各因素量表及總量表之內部一致性係數 37
表 10：回收樣本之人口統計變項表 38
表 11：各變數平均數與標準差摘要表 39
表 12：各變項相關分析表 40
表 13：自變項對結果正確性知覺之階層迴歸分析 42
表 14：多元迴歸線性檢定 43
表 15：各自變項與評量結果正確性知覺交互作用對工作目標設定行為之干擾效果 45
表 16：整體保密認知中介效果分析表 47
表 17：評量溝通認知中介效果分析表 48
表 18：回饋面談認知中介效果分析表 49
表 19：直屬主管評量能力認知中介效果分析表 50
表 20：同事部屬評量能力認知中介效果分析表 51
表 21：研究假設檢驗結果彙整表 57
表 22：研究假設檢驗結果彙整表（續） 58
圖目錄
圖 1：360度評量示意圖 5
圖 2︰本研究架構圖 21
圖 3︰本研究流程圖 27

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2008-6-22

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