績效責任與參考架構訓練對績效考核正確度之影響

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鄭淑翎(Shu-Ling Cheng) 查詢紙本館藏

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人力資源管理研究所

論文名稱

績效責任與參考架構訓練對績效考核正確度之影響
(Accountability and frame of ference training's effect on performance appraisal accuracy.)

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摘要(中)

績效責任使我們了解考核者的行為，當賦與考核者績效責任時，使考核者了解他需要對評核結果負責，於績效考核過程當中，考核者相對的會較留意被考核者的行為並做適當的記錄，並對考核結果做適當的解釋，以降低考核者主觀意識。過去研究亦指出參考架構訓練(frame of reference)相較於其它訓練的方式更能提昇考核者的能力，能使他們能打出更正確的考核結果，對考核者施以適當的訓練，使之了解考核過程的理論基礎，並且知道各種衡量錯誤的來源，皆有助於考核結果的正確性及績效回饋。
　　本研究採2(有無績效責任)X2(有無接受參考架構訓練)的二因子實驗設計，主要透過四組實驗操弄情境來了解考核者必須負擔績效責任及接受參考架構訓練，對參與者進行績效考核正確度的影響，實驗對象為大學有修習組織行為125位大學生，對績效考核內容已有相關了解，最後透過變異數分析探討績效責任與參考架構訓練是否能有效降低月暈效應偏誤及提高考核正確性。
　　研究結果顯示(1)績效責任存在有主效果並且績效責任與訓練間亦有交互作用效果，當賦與績效責任後，若同時又給與參考架構訓練時，月暈效應呈現下降趨勢。(2) 績效責任與參考架構訓練對於考核正確度得提升(與專家分數的差距)有主效果存在，同時兩者的交互作用效果也達顯著水準，未賦與績效責任情境下，無論有無訓練其距離正確性並無顯著差異，但對於績效責任組而言，若未提供訓練，其距離正確度為最低一旦給予訓練後，兩者之交互作用會顯著提高考核正確性。

摘要(英)

We understand the behaviors of the rater by taking accountability. When the raters are endowed with accountability and realize that they must be responsible to the rating result, the raters will regard the behaviors of the rates more serious, make proper records and make proper explanation to the rating result to reduce the objective awareness of the raters. The previous research also points out that the frame of reference training may further increase the ability of the raters in contrast with the other training method.By taking frame of reference training, the raters may make the rater to make more correct rating result, to give proper training to the ratee, to understand the fundamental theory of the process of rating, and to know the source of all kinds of the measuring error. All of this may increase the validity of the rating result and the performance feedback.
In study, we investigated the effects of accountability and frame of reference training on halo, and accuracy of performance ratings.Undergraduate students (N = 125) from university who took organizational behavior class to participate in the present study and understand the context of performance appraisal. We used three videotapes as context and target stimulus performances, one of performances was of poor quality and second was good.
Results indicated that taking accountability and training at the same time would reduce the halo bias and increase the accuracy of performance appraisal. Besides, taking FORtraining seminar would increase the rating accuracy,too.

關鍵字(中)

★ 參考架構訓練
★ 績效責任
★ 績效考核

關鍵字(英)

★ performance appraisal
★ frame of ference training
★ accountability

論文目次

摘要 v
Abstract vi
目錄 vii
表目錄 viii
圖目錄 viii
第一章緒論 1
第一節研究背景 1
第二節研究動機 1
第三節研究目的 3
第二章文獻探討 4
第一節績效責任對考核結果的影響 4
第二節參考架構訓練對考核結果的影響 6
第三節績效責任與參考架構訓練交互作用對考核正確性影響 8
第三章研究方法 10
第一節銷售人員職能簡介 10
第二節實驗參與者 11
第三節實驗設計與程序 11
第四節變數與衡量 16
第五節實驗操弄檢測 21
第六節研究假設 22
第七節統計分析方法 23
第四章研究結果 24
第一節樣本描述性統計結果 24
第二節績效責任與參考架構訓練之二因子變異數分析 30
第五章結論與建議 33
第一節研究結論與討論 33
第三節管理意涵 35
第三節研究限制及建議 35
參考文獻 36
附錄 42
附錄一績效評估工作之職位工作說明與績效指標說明手冊 42
附錄二　績效評估內容說明手冊評量卷 57
附錄三銷售人員之銷售技巧考核之錄音內容 60
附錄四訓練組受試對象之訓練用教材 70
附錄五英語課程銷售人員之績效評估表格 80
附錄六專家對英語課程銷售人員之績效考核評分結果 82
附錄七績效考核績效責任之書面操弄說明 83
附錄八考核者訓練 84
附錄九本實驗之操弄檢測表格 85
附錄十英語課銷售人員行為績效評估表 87

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指導教授

林文政

審核日期

2010-1-20

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