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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/10939


    Title: 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
    Authors: 曾皓慈;Hao-tzu Tseng
    Contributors: 人力資源管理研究所
    Keywords: 自我才能發展意圖;組織犬儒主義;360度評量;ratees’ intention to self development;organizational cynicism;360-degree appraisal
    Date: 2009-06-15
    Issue Date: 2009-09-22 14:10:20 (UTC+8)
    Publisher: 國立中央大學圖書館
    Abstract: 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。 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.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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