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E96059
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員工公平判斷與績效考核滿意度關係之探討:以組織回饋環境為干擾變項之縱向分析
The Exploration of Employee Justice Judgment and Performance Appraisal Satisfaction: The Longitudinal Design of Feedback Environment as Moderator
1.洪贊凱
1.Tsang-kai Hung
1.國立彰化師範大學人力資源管理研究所
1.Graduate Institute of Human Resource Management, National Changhua University of Education
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1.國立彰化師範大學人力資源管理研究所
1.Graduate Institute of Human Resource Management, National Changhua University of Education
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):2007-08-01
A.14 計畫執行期間(訖):2009-07-31
2007-08-012009-07-31
A.16 收到日期:2010-03-29
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C.2 聯絡日期:2010-04-19
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1.國立彰化師範大學人力資源管理研究所
1.Graduate Institute of Human Resource Management, National Changhua University of Education
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C.7 資料公開日期:2014-08-01
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1.公平判斷
2.回饋環境
3.績效考核滿意度
1.Feedback Environment
2.Justice Judgment
3.Performance Appraisal Satisfaction
 對於績效考核滿意度最具影響力的因素便是員工的公平判斷(Justice Judgment),當公司中具有回饋機制或是豐富的回饋環境(Feedback)時對於員工公平判斷與滿意度會產生什麼樣的影響,而當進行下次績效考核 的時候是否會受到前一次考核滿意度的影響,員工對於績效考核的不滿是否會影響到組織的回饋環境?因此本研究擬從此一觀點做切入,使用問卷調查法了解員工對 於績效考核的滿意程度,以及探討公平判斷與績效考核滿意度之間的關係,在不同的回饋環境下對於公平判斷與績效考核滿意度的影響。此外針對上述關係的動態變 化,我們期望透過不同時間點進行問卷發放以進行觀察,能夠過本研究建立架構以便更能了解此一過程的變化,最終完成439份有效問卷。本研究採用階層線性迴 歸(HLM)方法進行統計分析,以期更能了解群體層次與時間因素對於個人因素(如公平判斷與滿意度)的影響。透過本研究對學術在績效考核滿意度的過程面向 提供一較為清楚的因果關係,對於實務運作提供一運作的機制,並幫助主管如何透過公平制度的建立與回饋環境的塑造來提升員工績效考核滿意度。

 Once employees show their satisfaction with performance, it would lead to the employee’s lower job satisfaction, increasing intention to quit and lower job performance. The most influential factor towards performance appraisal satisfaction is employee’s justice judgment. When corporations have feedback mechanism or abundant feedback environment, what effect does it on employees’ judgment and performance appraisal satisfaction. When proceeding next performance appraisal, will it be affected by the previous appraisal satisfaction?Whether Dissatisfaction with the performance appraisal affected organizational feedback environment or not?

In this way, our research intends to do from this perspective. We use questionnaire survey to understand employees’ satisfaction, relationship between justice judgment and performance appraisal, and effects of justice judgment on performance appraisal satisfaction. In addition, aiming at the dynamic change, we expect through delivering the questionnaire across different time to proceeding observation and build framework to understand change of such process. We adopt Hierarchical Linear Modeling to run statistic analysis, in order to know more about the cross-level effect .Hopefully, we expect that through such research we have a clear picture of casual relation and provide a mechanism for practices to help supervisors understand how to increase employees’ satisfaction with performance appraisal through establishment of justice system and forming of feedback environment.

D.16 完成檢誤日期:2011-05-30
D.17 預定釋出日期:2014-08-01
D.18 初次釋出日期:2014-08-01
D.19_1 最新版釋出日期:2014-08-01
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10.6141/TW-SRDA-E96059-1
https://efenci.srda.sinica.edu.tw/webview/index.jsp?object=https://efenci.srda.sinica.edu.tw:80/obj/fStudy/E96059
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