組織犬儒主義對多源評量受評者自我發展意圖之影響

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曾皓慈(Hao-tzu Tseng) 查詢紙本館藏

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人力資源管理研究所

論文名稱

組織犬儒主義對多源評量受評者自我發展意圖之影響
(The Effect of Organizational Cynicism on Multisource Feedback Ratees’ Intention to Self-Development)

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摘要(中)

企業透過提供員工360度評量，協助員工瞭解自我，進而促進學習，以達員工績效成長之目的。然而360度回饋並不全然能夠改善員工績效，過去研究發現到受評者的組織犬儒主義將影響接受評量後的反應。因此，本研究欲探究受評者的組織犬儒主義影響其評量後自我發展意圖，並以評量溝通和回饋建議作為調節變項，試圖縮小組織犬儒主義所造成的影響，供企業作為導入360度評量之參考。
本研究對象為一家個案公司144位曾參與360度評量且擔任受評者之主管，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。研究結果發現，受評者的「組織犬儒主義」對受評者的自我才能發展意圖會有顯著負向之影響；而「評量溝通」在「組織犬儒主義」與受評者自我才能發展意圖之間，具備有顯著之調節效果。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)

360-degree appraisal that embraced by the organizations is a tool that assists ratees in obtaining better awareness of their performance, enhancing their abilities and changing their behaviors. However, recent research suggests that the results may be modest and organizational cynicism would influence the reaction after the appraisal. The purpose of this study is to examine if the organizational cynicism is the predictor of the ratees’ intention to self development. In addition, it investigates that the appraisal communication and the feedback suggestions are the moderators to minimize the influence caused by organizational cynicism.
Quantitative data were analyzed from 144 questionnaires completed by managers who participated in a 360-degree appraisal of a case company. The results of the study suggest that organizational cynicism is a negative factor to the ratees’ intention to self development. Furthermore, the result shows that the positive significant moderating effect of the appraisal communication on the relationship of organizational cynicism and the ratees’ intention to self development. Finally, the implications of this study for practice and the suggestions for future study are proposed.

關鍵字(中)

★ 自我才能發展意圖
★ 組織犬儒主義
★ 360度評量

關鍵字(英)

★ ratees’ intention to self development
★ organizational cynicism
★ 360-degree appraisal

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
第二章文獻探討 5
第一節 360度評量的意義 5
第二節組織犬儒主義之相關理論與研究 9
第三節組織犬儒主義與自我發展意圖之相關理論與研究 15
第三章研究方法 23
第一節研究架構 23
第二節研究對象 26
第三節研究流程 27
第四節研究工具 29
第五節統計分析方法 32
第四章研究結果 33
第一節探索性因素分析 33
第二節信度分析 38
第三節敘述性統計分析 39
第四節相關分析 42
第五節組織犬儒主義與受評者自我才能發展意圖之迴歸分析 44
第六節組織犬儒主義管理措施之調節效果分析 46
第五章研究結論與討論 51
第一節研究結論 51
第二節討論 55
第三節管理實務意涵與應用 57
第四節研究限制 59
第五節研究建議 60
參考文獻 62
圖目錄
圖 1 ：360 度回饋後績效改善模型 16
圖 2 ：本研究架構圖 23
圖 3 ：本研究流程圖 27
圖 4 ：組織悲觀犬儒主義與評量溝通之交互效果 49
圖 5 ：組織性格歸因犬儒主義與評量溝通之交互效果 50
表目錄
表 1 ：不同的犬儒主義定義彙總表 10
表 2 ：因素分析後自變項因素負荷量與共同性摘要表 34
表 3 ：因素分析後依變項因素負荷量與共同性摘要表 34
表 4 ：因素分析後調節變項因素負荷量與共同性摘要表 35
表 5 ：因素分析後各構面之題項 36
表 6 ：因素分析後刪除之題項及其原因 37
表 7 ：各因素量表之內部一致性係數 38
表 8 ：回收樣本之人口統計變項表 39
表 9 ：各變數的平均數與標準差一覽表 40
表 10 ：各變項相關分析表 43
表 11 ：自變項對受評者自我才能發展意圖之階層迴歸分析 44
表 12 ：多元迴歸線性檢定 46
表 13 ：自變項與調節變項交互作用對自我才能發展意圖之調節效果 48
表 14 ：研究假設檢驗結果彙整表 53

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指導教授

林文政(Wen-jeng Lin)

審核日期

2009-6-24

推文