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E87114
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360度績效評估制度之影響:影響過程之模式建構與實證研究
The Impacts of 360-Degree Performance Evaluation: Construction and an Empirical Study of a Process Model
1.嚴秀茹
1.Hsiu-ju Yen
1.元智大學企業管理學系
1.Department of Business Administration, Yuan-Ze University
001,002,003,004
1.元智大學企業管理學系
1.Department of Business Administration, Yuan-Ze 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):1998-10-31
A.16 收到日期:1999-04-09
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140

140
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C.2 聯絡日期:1999-04-12
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1.元智大學企業管理學系
1.Department of Business Administration, Yuan-Ze University
1
C.7 資料公開日期:2000-11-01
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1.360 度績效回饋
2.多源績效回饋
3.管理技能
4.績效評估
5.縱剖面研究
1.360-Degree Performance Evaluation
2.Longitudinal Study
3.Management Competency
4.Multi-source Performance Evaluation
5.Performance Evaluation
本 計劃研究多源績效回饋對於受評者管理才能之影響,並探討認知因素成為其影響過程中間因素之可能性。本研究採縱頗面設計,分別於三不同時段向 140位受試者蒐集資料。資料來源為受評者之直屬主管、部屬、同儕及個人自評。結果顯示受試者多半傾向於比他評高估自己的管理才能,此趨勢於第三階段時則 顯現減緩現象。一般而言,受評者對多源績效回饋制度之態度並不受他評 - 自評差異之影響。自評愈優者,對本制度態度愈負向。第一季上司評論及自評與一三季間管理技能改善程度呈現顯著負相關。此研究結果可能是因為上司與受評者受 到第一階段績效評估回饋之影響而修正其第三季之評估。本研究之主要限制是多源績效回饋在台灣企業間仍未被接受,不容易找到足夠受評者樣本。

Multi-source performance feedback has been suggested to be powerful for individual development application. This longitudinal study examined a model explaining the impacts of multi-source evaluation program on management development. One hundred and forty employees of two Taiwan companies participated this study, and 22 of them were the ratees. Data were collected at three different timing, from the participants' supervisors, peers, the subordinates, and the ratees themselves. The results indicated that most ratees overestimated their performance as a manager, but this trend declined at time 3. In general, the favorability of self-evaluation were associated with more negative attitude toward the evaluation program, which may result from increase of self-other discrepancies. However, the direction and degree of self-other agreement did not lead to any different attitude and beliefs toward the feedback and the program. The results in general suggested that favorably of feedback from one's supervisors and oneself led to a worse evaluation from the supervisors and oneself at time 3. Future research may need to include a larger sample size and other potential mediators.

D.16 完成檢誤日期:2000-01-19
D.17 預定釋出日期:0000-00-00
D.18 初次釋出日期:2000-11-01
D.19_1 最新版釋出日期:2000-11-01
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10.6141/TW-SRDA-E87114-1
http://efenci.srda.sinica.edu.tw/webview/index.jsp?object=http://efenci.srda.sinica.edu.tw:80/obj/fStudy/E87114
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