1
3
E87113
3
003
親信關係與績效評估之關聯性研究:從差序格局探討領導者對部屬的評估差異及其影響
The Effects of Confidant Relationship on Performance Appraisal: A Differential Matrices Perspective
1.諸承明
1.Chen-ming Chu
1.中原大學企業管理研究所
1.Department of Buisiness Administration, Chung Yuan Christian University
001,002,003,004
1.中原大學企業管理研究所
1.Department of Buisiness Administration, Chung Yuan Christian University
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):1997-08-01
A.14 計畫執行期間(訖):1998-07-31
A.16 收到日期:1999-08-02
2
台灣地區北部各銀行分行之員工

1

210


210
004
01
C.2 聯絡日期:1999-08-02
2
1.中原大學企業管理研究所
1.Department of Buisiness Administration, Chung Yuan Christian University
1
C.7 資料公開日期:2000-08-01
2
008
2
1
1
1
2
3
3
001
1,2
1.差序格局
2.偏差
3.部屬
4.領導者
5.親信關係
6.績效評估
1.Bias
2.Confidant Relationship
3.Differential Matrix
4.Leader
5.Performance Appraisal
6.Subordinate
在 儒家思想與傳統文化的薰陶下,國人特別重視人倫關係,人與人之間一切的行為準則,均深受雙方關係所影響。由於國人的人際關係具有明顯的差序格局,所以領導 者在評估部屬的績效時,時常會受到雙方親信關係的影響,對於親信、自己人、與外人做出不同的評估,導致績效評生嚴重的評估偏差。倘若績效評估結果遭到扭 曲,不僅會影響到昇遷、調職、與獎懲等人事決策的正確性,更會使資源分配不公平的現象得到解釋,造成員工情緒上的極大傷害。有鑑於此,本研究認為有必要採 取關係取向的觀點,從國人特有的差序格局概念來探討領導者對部屬的績估差異,分析親信關係與績效評估之間的關聯性。具體而言,本研究經由實證資料之分析, 共歸納下列三項重要的研究結果: 1.親信關係對於績效評估分數及員工態度具有顯著的正相關。親信關係愈強,主管給予部屬的評分愈高,主管評估與自我評估之差距也愈大 ,而員工的工作投入、組織承諾、與工作滿意度也將愈高。 2.主管給予親信的績效評估分數最高,自己人次之,而外人則最低,三者間之差異已達顯著水準。此外,親信的工作投入、組織承諾、與工作滿意度亦最高,自己 人次之,外人最低,其間差異也達到顯著水準。 3.雖然親信關係對於各項績效評估指標均有顯著的正相關,但是其中對於質化過程指標的相關係數,顯著高於量化過程指標。顯示親信關係在不同評估指標下的效 應強度並不相同,而評估指標確實具有部份的調和作用。

The influence of the Confucian thought and traditional culture makes Chinese attach much importance to interpersonal relationship. Due to the obvious differential matrices existing in Chinese society, confidant relationship plays a very important role on performance appraisal. The differences of performance ratings, appraised by supervisors toward confidants, insiders, and outsiders, will be remarkable. If there are serious rating biases on employee performance, not only it will affect the accuracy of personnel promotion, transfer, and reward policies, but it also becomes the rational explanation to the unfair resource allocation. In view of this, this study adopts survey data to analyze the correlations between confidant relationship and performance appraisal. The major results of this study include: 1. This study indicates that confidant relationship has significantly positive correlations on performance ratings and employee\'s attitudes. Increases in confidant relationships will lead to higher performance ratings, job involvement, organizational commitment, and job satisfaction. 2. There are significant differences among the supervisor appraisals toward confidants, insiders, and outsiders. The confidants are appraised the highest, the insiders appraised the second and the outsiders appraised the last. 2. The correlation coefficients of confidant relationship upon qualitative-process indicators are significant higher than the quantitative-process indicators*. Evidences show that performance appraisal indicators have some moderating effects between confidant relationship and performance ratings.

D.16 完成檢誤日期:2000-05-31
D.17 預定釋出日期:0000-00-00
D.18 初次釋出日期:2000-08-01
D.19_1 最新版釋出日期:2000-08-01
1
1
1
2
1,3
10.6141/TW-SRDA-E87113-1
http://efenci.srda.sinica.edu.tw/webview/index.jsp?object=http://efenci.srda.sinica.edu.tw:80/obj/fStudy/E87113
追蹤清單
下載(0)
申請(0)
遠距(0)