潛能對部屬晉升力評分的影響－以主管與部屬交換關係品質以及個人與主管契合為調節變項

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：143

、訪客IP：3.138.122.11

姓名

鄭達誠(Ta-Chen Cheng) 查詢紙本館藏

畢業系所

高階主管企管碩士班

論文名稱

潛能對部屬晉升力評分的影響－以主管與部屬交換關係品質以及個人與主管契合為調節變項

相關論文

★ 溝通與領導課程訓練成效之分析	★ 母國企業直線主管領導風格與國際人力資源管理措施對外派人員績效之影響
★ 豐田管理模式之人才培育對品質與成本之影響-以某汽車公司為例	★ 360 度回饋系統對企業主管行為改變意圖的影響-以跨國飲料 SC 公司為例
★ 兩岸研發人員職能發展應用研究－以M公司為例	★ 企業併購過程中的人力資源角色
★ 組織變革成功個案分析 - John P. Kotter 領導變革八大步驟之觀點	★ 社群網站經營模式分析－以『BB-BOX』網站為例
★ 觸控IC經營策略之個案研究－以Ａ公司為例	★ 科技研發單位實施接班人計畫之探討─以國內某科技研發單位為例
★ 面對數位匯流，傳統媒體代理商應對策略探討─以安吉斯集團偉視捷媒體公司為例	★ 台灣光電產業選擇產品認證外包廠商的決定因素─以發光二極體照明產品為例
★ 團隊激勵獎金與團隊績效關連性之研究	★ 晶圓代工業關鍵成功因素的探討—以台積公司為例
★ 員工潛能與績效對員工晉升的影響--以營造建築業為例	★ 建構整合性智慧健康照護網絡─以中壢天晟醫院醫療小管家為例

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

「績效潛能矩陣」在實務界上多用來評量接班人選是否晉升的成熟度，並於過去的研究過程發展中發現，工作績效評量的是為了達到目標過程中所表現的行為與特質，和完成工作任務後的成果，其所體現的是現在及過去的績效表現；而潛能是評量部屬對於主動學習，外在環境、與組織價值的適應調整過程所展現的能力與品質，其所說的是未來發展潛力。當部屬準備好要晉升至下一職位時，主管會看見部屬會表現出優秀出眾的工作績效及其表現出潛能的特質時，主管對與部屬的晉升的可能性自然會提昇，除了部屬的工作績效與潛能之外，個人要素和情境要素也是必須同時考量的，換句話說，主管與部屬的工作關係及互動程度的是否良好，也會影響主管對部屬投入情感程度的高低，在現今重視關係的社會風氣中，這和部屬晉升力評分晉升力評分的關聯性，也是必須要考慮的，所以本研究除了探討潛能對部屬晉升力評分的關聯性之外，也將探討主管－部屬交換關係和個人與主管契合在潛能對部屬晉升力評分的調節效果。
本研究採用紙本問卷的方式，運用便利抽樣針對5間公司之在職人士進行問卷發放與資料收集，每間公司平均收集88組配對問卷。研究樣本由國立中央大學EMBA在學學生和在職專班學生協助發放與回收，蒐集中國地區與台灣本土地區之樣本，
研究結果發現，潛能對部屬晉升力評分具有正向顯著的關聯性，但是在本次研究所抽樣的問卷中，主管部屬交換關係和個人與主管契合對於整個潛能到晉升力評分的模型都沒有顯著調節效果，這樣的結果應該是主管與部屬間的關係年資起了作用，其原因將於第五章討論。

摘要(英)

In practice, the Potential Performance Matrix is being used to appraise those candidates to see if they are ready to move on to the next position. During the research in the past, the performance appraisal is to evaluate the behavior, character, and the result as the job done. It is the consequence by what a candidate has been doing over a period of time in the past. On the other hand, the potential is to measure the ability and quality of a candidate in learning, coping with the external changes and the cultural fit in an organization. As the employee is ready to move on to the next step, the supervisor will see her/his outstanding job performance and the extraordinary potential. And the promotability of the employee will be increased accordingly. Other than the job performance and potential, the individual and situation factors need to be taken into consideration. In another words, there is the considerable influence over the person-to-supervisor fit by the quality of the working relationship and interaction between the supervisor and employee. This has to be considered under the current relationship-oriented environment nowadays, as well as its association with the promotability. In this research, we will study the moderating effects of the leader-member exchange and person-to-supervisor fit, as well as the association between the promotability.
The questionnaire survey was proceeded with the hard copy and the convenience sampling, and conducted by the people at work in 5 companies from China and Taiwan. And there are 88 sets of questionnaires per each company.
From the result of this research, the potential is positively related to the promotability. And the leader-member exchange and person-to-supervisor fit does not moderate positively the potential of the employee and the promotability. We will go into further details at the end.

關鍵字(中)

★ 潛能
★ 主管－部屬交換關係
★ 個人與主管契合
★ 晉升力評分

關鍵字(英)

★ Potential
★ Leader-Member Exchange
★ Person-Supervisor Fit
★ Promotability

論文目次

一、緒論 1
二、文獻探討 4
2-1 晉升力評分 4
2-2 潛能 5
2-3 潛能與晉升力評分的關聯性 9
2-4 主管部屬交換關係的調節效果 10
2-5 個人與主管契合度的調節效果 12
三、研究方法 14
3-1 研究架構 14
3-2 研究樣本與程序 15
3-3 研究變項衡量 16
3-3-1潛能 16
3-3-2 主管部屬交換關係 17
3-3-3 個人與主管契合 17
3-3-4 晉升力評分 18
四、研究結果 19
4-1 敘述性統計分析 19
4-2 共同方法變異檢驗 23
4-3 共線性檢驗 23
4-4 相關分析 24
4-5 階層回歸分析 26
五、結論與建議 28
5-1 研究結論與討論 28
5-2 實務貢獻 29
5-3 研究限制與建議 31
參考文獻 32
中文文獻 32
英文文獻 33

參考文獻

中文文獻
1. 陳愛雲（2015），「員工潛能量表之建置」，國立中央大學，未出版碩士論文。
2. 朱皖伶 (2006)，主管與部屬交換關係之三項判準對信任、獎酬分配與知識分享之影響，淡江大學管理科學研究所碩士論文。
3. 洪光遠，鄭慧玲譯 (1995)，人格心理學，台北，桂冠圖書公司，Lawrence A. Pervin(1989)：Personality/theory and research.
4. 楊國樞 (1992)，中國人的社會取向：社會互動的觀點，見楊國樞、余安邦 (主編)：中國人的心理與行為－理論及方法篇，頁87-142，台北：桂冠圖書公司。
5. 鄭伯壎 (1995)，差序格局與華人組織行為，本土心理學研究，第3期。

英文文獻
1. Liden R C, Wayne S J, Stilwell D. A longitudinal study on the early development of leader-member exchanges. Journal of applied psychology, 1993, 78(4): 662.
2. Turban, D. B., & Jones, A. P. (1988). Supervisor-subordinate similarity: types, effects, and mechanisms. Journal of Applied Psychology, 73(2), 228.
3. Wang, H., Law, K. S., & Chen, Z. X. (2008). Leader-member exchange, employee performance, and work outcomes: an empirical study in the Chinese context. The International Journal of Human Resource Management, 19(10), 1809-1824.
4. Aryee, S., Chay, Y. W., & Tan, H. H. (1994). An examination of the antecedents of subjective success among a managerial sample in Singapore. Human Relations, 47, 487-509.
5. Bagozzi, R.P. & Yi, Y. (1988). On the evaluation of structural equation models. Academic of Marketing Science. 16, 76-94.
6. Baron, J. M. & Kreps, D. M. (1999). Strategic Human Resources: Frameworks for General Managers. New York: John Wiley and Sons.
7. Barsade, S. G., Ward, A. J., Turner, J. D. F., & Sonnenfeld, J. A. (2000). To your heart’s content: A model of affective diversity in top management teams. Administrative Science Quarterly, 45, 802-836.
8. Belet, D. (2007). Are “high potential” executives capable of building learning-oriented organizations? Reflections on the French case. Journal of Workplace Learning, 19(10), 465.
9. Bentler, P.M. & Bonnett, D.G. (1980). Significant tests and goodness of fit in the analysis of covariance structure. Psychological Bulletin, 88, 588-606.
10. Bhatnagar, J. (2008). Managing capabilities for talent engagement and pipeline development. Industrial and commercial training, 40(1), 19-28.
11. Blau, P. M. (1964). Exchange and Power in Social Life, New York: Wiley.
12. Blickle, G., Fröhlich, J. K., Ehlert, S., Pirner, K., Dietl, E., Hanes, T. J., & Ferris, G. R. (2011). Socioanalytic theory and work behavior: Roles of work values and political skill in job performance and promotability assessment. Journal of Vocational Behavior, 78, 136–148.
13. Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations. San Francisco: Jossey-Bass.
14. Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10, 99-109.
15. Bournois, F., & Roussillon, S. (Eds) (1998). Pre´parer les Dirigeants de Demain. Une Approche Internationale de la Gestion des Cadres a` Haut Potentiel, Editions d’Organisations, Paris.
16. Branham, F. L. (2001). Keeping the People Who Keep You in Business: 24 Ways to Hang On to Your Most Valuable Talent. New York: AMACOM
17. Breaugh, J. A. (2010). Modeling the managerial promotion process. Journal of Managerial Psychology, 26(4), 264-277
18. Buterfield, F. (1983). China: Alive in better sea. London: Coronet.
19. Cable, D.M., & Murray, B. (1999). Tournaments versus sponsored mobility as determinants of job search success. Academy of Management Journal, 42, 439–449.
20. Campbell, J. J., Dunnette, M. D., Lawler, E. E., & Weick, K. E. (1970). Managerial behavior, performance, and effectiveness. New York, NY, US: McGraw-Hill.
21. Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. Handbook of industrial and organizational psychology, 1, 687-732.
22. Chatman, J. A., Polzer, J. T., Barsade, S. G., & Neale, M. A. (1998). Being different yet feeling similar: The influence of demographic composition and organizational culture on work processes and outcomes. Administrative Science Quarterly, 43, 749-780.
23. Chung, Po-Pui., & Leung, K. (2001). Effects of performance information and physical attractiveness on managerial decisions about promotion. Journal of Social Psychology, 128(6), 791-801.
24. Conger, J. A., & Fulmer, R.M. (2003). Developing your leadership pipeline. Harvard Business Review, 81, 76–84.
25. Cope, F. (1998). Current issues in selecting high-potentials. Human Resource Planning. 21(3), 15.
26. Day, R., & Allen, T. D. (2004). The relationship between career motivation and self-efficacy with protégé career success. Journal of Vocational Behavior,64(1), 72-91.
27. De Pater, I.E., Van Vianen, A.E., Bechtoldt, M.N. & Klehe, U. (2009). Employees’ challenging job experiences and supervisors’ evaluations of promotability. Personnel Psychology, 62, 297-325.
28. Dienesch, R. M. & Liden, R. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618-634.
29. Douglas, A. R., Jay, A. C., & Linda, A. H. (2010). Are You a High Potential? Harvard Business Review, 88(6), 78-84.
30. Dries, N., & Pepermans, R. (2007). Using emotional intelligence to identify high potential: a metacompetency perspective. Leadership & Organization Development Journal, 28(8), 749-770.
31. Duarte, N. T., Goodson, J. R., & Klich, N. R. (1994). Effects of dyadic quality and duration on performance appraisal. Academy of Management Journal, 37(3), 499-521.
32. Ekehammar, B. (1974). Interactionism in personality from a historical perspective. Psychological Bulletin, 81, 1026-48.
33. Endler, N. S., & Magnusson, D. (1976). Toward an interactional psychology of personality. Psychological Bulletin, 83, 956-971.
34. Feldman, D. C. (2002). Stability in the midst of change: A developmental perspective on the study of careers. In Feldman DC (Ed.), Work careers: A developmental perspective (pp. 3–26). San Francisco: Jossey-Bass.
35. Femandez-Araoz, C., Groysberg, B., & Nohria, N. (2011). How to Hang On to Your High Potentials. Harvard Business Review, 89(10), 76-83.
36. Ferris, G. R., & Judge, T. A. (1991). Personnel / human resources management: A political inﬂuence perspective. Journal of Management, 17, 447–488.
37. Ferris, G. R., Buckley, M. R., & Allen, G. M. (1992). Promotion systems in organizations. Human Resource Planning, 15, 47–68.
38. Fornell, C. & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-5.
39. Frese, M., & Zapf, D. (1988). Methodological issues in the study of work stress: Objective vs. subjective measurement of work stress and the question of longitudinal studies. In C. L. Cooper & R. Payne (Eds.), Causes, coping and consequences of stress at work (pp. 375411). New York: Wiley.
40. Garman, A.N., & Glawe J. (2004). Succession planning. Consulting Psychology Journal: Practice and Research, 56(2), 119–128.
41. Graen, G. & Cashman, J. (1975). A role making model of leadership in formal organizations: A development approach. In J. G. Hunt & L. L. Larson (Eds.), Leadership Frontiers, Kent, Ohio: Kent State University Press.
42. Graen, G. (1976). Role making processes within complex organizations. In M. D. Dunnette (Ed.), Handbook in Industrial and Organizational Psychology(pp.1201-1245). Chicago: Rand McNally.
43. Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9, 175-208.
44. Graen, G. B., & Uhl-Bien, M. (1995). Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. Leadership Quarterly, 6, 219-247.
45. Graen, G. B., Orris, J. B., & Johnson, T. W. (1973). Role assimilation processes in a complex organization. Journal of Vocational Behavior, 3(4), 395-420.
46. Greenhaus, J. H., & Parasuraman, S. (1993). Job performance attributions and career advancement prospects: an examination of gender and race effects. Organizational Behavior and Human Decision Processes, 55, 273-297.
47. Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33, 64-86.
48. Hair, J. F., Jr., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis (5th ed.). Upper Saddle River, NJ: Prentice-Hall.
49. Hair, J. F., Jr., Anderson, R. E., Tatham, R. L., & Black, W. C. (1995). Multivariate Data Analysis with Readings, 4th Edition, N. J.: Prentice Hall International Editions.
50. Harris, K. J., Kacmar, K. M., & Carlson, D. S. (2006). An Examination of Temporal Variables and Relationship Quality on Promotability Ratings. Group & Organization Management, 677-699.
51. Hay Group. (2008). High potential employees: Your organization’s treasured asset.
52. Hayes, R.M. & Schaefer, S. (2000). Implicit contracts and the explanatory power of top executive compensation for future performance. RAND Journal of Economics, 279-293.
53. Hochwarter, W. A., Kiewitz, C., Gundlach, M. J., & Stoner, J. (2004). The impact of vocational and social efficacy on job performance and career satisfaction. Leadership and Organizational Studies, 10(3), 27-40.
54. Hu, L. & Bentler, P.M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6, 1-55.
55. Igbaria, M., & Wormley, W. M. (1992). Organizational experiences and career success of MIS professionals and managers: An examination of race differences. MIS Quarterly, 16, 507–529.
56. Ilgen, D. R., & Feldman, J. M. (1983). Performance appraisal: A process focus. Research in Organizational Behavior, 5, 141-197.
57. Jawahar, I. M., & Ferris, G. R. (2011). A Longitudinal investigation of task and contextual performance influences on promotability judgment. Human Performance, 24, 251-269.
58. Jiang, J. J., & Klein, G. (2000). Supervisor support and career anchor impact on the career satisfaction of the entry-level information systems professional. Journal of Management Information Systems, 16, 219–240.
59. Judge, T. A., & Bretz, R. D. (1994). Political inﬂuence behavior and career success. Journal of Management, 20, 43–65.
60. Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz, R. D. (1995). An empirical investigation of the predictors of executive career success. Personnel Psychology, 48, 485-519.
61. Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), 43-72.
62. Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. Research in Personnel and Human Resources Management, 15, 47–119.
63. Liden, R. C., Wanye, S. J. & Stilwell, D. (1993). A Longitudinal Study on the Early Development of Leader-Member Exchange. Joumal of Applied Psychology,78(2), 662-674.
64. Lombardo, M. M., & Eichinger, R. W. (2000). High Potentials as High Learners. Human Resource Management, 39(4), 321-329.
65. London, M., & Stumpf SA. (1983). Effects of candidate characteristics on management promotion decisions: An experimental study. Personnel Psychology, 36, 241-259.
66. Longenecker, C.O., & Fink, L.S. (2008). Key criteria in twenty-ﬁrst century management promotional decisions. Career Development International, 13(3), 241-251.
67. Lyness, K. S., & Heilman, M. E. (2006). When ﬁt is fundamental: performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91, 777-785.
68. Magnusson, D., & Endler, N. S. (1977). Interactional psychology: present status and future prospects. In: D. Magnusson, & N. S. Endler (Eds.), Current issues in interactional psychology (pp.3-36). Hillsdale, NJ: Lawewnce Erlbaum Associates.
69. Merchant, K. A., Stringer, C., & Theivanthampillai, P. (2010). Relationships between objective and subjective performance ratings. Working paper, University of Southern California.
70. Ng, T. W. H., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58, 367–408.
71. O’ Reilly, C. A., & Chatman, J. A. (1994). Working smarter and harder: a longitudinal study of managerial success. Administrative Science Quarterly, 39, 603-627.
72. O’Donnell, M., Yukl, G., & Taber, T. (2012). Leader behavior and LMX: a constructive replication. Journal of Managerial Psychology, 27(2), 143-154.
73. Pepermans, R., Vloeberghs, D., & Perkisas, B. (2003). High potential identification policies: an empirical study among Belgian companies. Journal of Management Development, 22(8), 660-78.
74. Peter, L. J., & Hull, R. (1969). The Peter Principle. New York: Buccaneer Books.
75. Price, J. L. (2001). Reflections on the determinants of voluntary turnover. International Journal of Manpower, 22(7), 600-624.
76. Ready, D. A., Conger, J. A., & Hill, L. A. (2010). Are You a High Potential? Harvard Business Review, 88(6), 78-84.
77. Reddin, W. R. (1970). Managerial Effectiveness. McGraw- Hill., N. Y.
78. Redding, S. G. (1990). The Spirit of Chinese Capitalism. Berlin: Walter de Gruyter.
79. Robbins, S. P. (2003). Organizational Behavior, 10th ed., New Jersey: Prentice-Hall.
80. Rogers, R.W., & Smith, A.B. (2004). Finding Future Perfect Senior Leaders: Spotting Executive Potential. Employment Relations Today, 31(1).
81. Rosenbaum, J. E. (1984). Career Mobility in a Corporate Hierarchy. Orlando, FL: Academic Press.
82. Rothwell, W. J. (2009). The manager′s guide to maximizing employee potential: quick and easy strategies to develop talent every day, New York: American Management Association.
83. Scandura, T. A., & Grean, G. B. (1984). Moderating Effects of Initial Leader-Member Exchange Status on the Effects of a Leadership Intervention. Journal of Applied Psychology, 69(3), 428-436.
84. Schaubroeck, J., & Lam, S. K. (2002). How similarity to peers and supervisor influences organizational advancement in different cultures. Academy of Management Journal, 45, 1120-1136.
85. Schermerhorn, J. R., Hunt, J. M., & Osborn, R. N. (2000). Managing Organizational Behavior, 6th ed., John Wiley & Sons, Inc., New York.
86. Schumacker, R.E. & Lomax, R.G. (2004). A Beginner’s Guide to Structural Equation Modeling, Lawrence Erlbaum Associates, London.
87. Sessa, V. I. (2001). Executive promotion and selection. How People Evaluate Others in Organizations. Mahwah, NJ: Erlbaum.
88. Sharma, R., & Bhatnagar, J. (2009). Talent management – competency development: key to global leadership. Industrial and Commercial Training, 41(3), 118-132.
89. Sheridan, J. E., Slocum, J. W., & Buda, R. (1997). Factors influencing the probability of employee promotions: a comparative analysis of human capital, organization screening and gender/race discrimination theories. Journal of Business and Psychology, 11, 373-380.
90. Silzer, R. F. & Church, A. H. (2010). Identifying and Assessing High Potential Talent: Current Organizational Practices. In R. F. Silzer and B. E. Dowell (Eds.) Strategy Driven Talent Management: A Leadership Imperative, Jossey Bass: San Francisco (in press).
91. Silzer, R. F., & Church, A. H. (2009). The Pearls and Perils of Identifying Potential. Industrial and Organizational Psychology, 2(4), 377-412.
92. Taylor, R. N. (1975). Preferences of Industrial Managers for Information Sources in Making Promotion Decisions. Journal of Applied Psychology, 60, 269-772.
93. Thacker, R. A., & Wayne, S. J. (1995). An examination of the relationship between upward influence tactics and assessments of promotability. Journal of Management, 21, 739-757.
94. Tharenou, P., Latimer, S., & Conroy, D. (1994). How do you make it to the top? An examination of influences on women’s and men’s managerial advancement. Academy of Management Journal, 37, 899-931.
95. Tiffan, B. (2009). Are You Considered A “High Potential?”. Physician Executive Journal, 74-77.
96. Torkzadeh, G., Koufteros, X., & Pflughoeft, K. (2003). Confirmatory analysis of 35 computer self-efficacy. Structural Equation Modeling, 10(2), 263-275.
97. Turner, R. H. (1960). Sponsored and Contest Mobility and the School System. American Sociological Review, 25(6). 855-867.
98. Van Scotter, J. R., Motowidlo, S. J., & Cross, T. C. (2000). Effects of task performance and contextual performance on systematic rewards. Journal of Applied Psychology, 85, 526–535.
99. Walker, J. W., & LaRocco, J. M. (2002). Perspectives: Talent pools: The best and the rest. HR. Human Resource Planning, 25(3), 12-14.
100. Wang, H., Law, K.S. & Chen, Z.X. (2008). Leader-member exchange, employee performance, and work outcomes: an empirical study in the Chinese context. The International Journal of Human Resource Management, 19(10), 1809–1824.
101. Wayne, S. J., & Ferris, G. R. (1990). Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and a field study. Journal of Applied Psychology, 75, 487-499.
102. Wayne, S. J., Liden, R. C., Graf, I. K., & Ferris, G. R. (1997). The role of upward inﬂuence tactics in human resource decisions. Personnel Psychology, 50, 979–1006.
103. Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K. (1999). The role of human capital, motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior, 20(5), 577-595.
104. Wexley, K. N., & Klimoski, R. (1984). Performance appraisal: An update. In K. M. Rowland & G. R. Ferris (Eds.), Research in personnel and human resources management, 2, 35–79. Greenwich, CT: JAI Press.
105. Williams, L.J., & Anderson, S.E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behavior. Journal of Management, 17, 601–617.

指導教授

林文政

審核日期

2016-7-12

推文