臺灣博碩士論文加值系統

台灣TFT-LCD產業由於公司部門及人員多，使得績效評核作業更趨複雜；學者指出超過61%的受僱員工對於績效評核之結果呈現不滿。對組織而言，要判斷績效評核是否具有效用，評核之公平性成為一個很重要的指標。再者許多研究發現，員工對績效考核公平的認知將會影響個人結果及組織結果，包括工作滿足、組織承諾、工作投入及對工作績效。
因此，本研究係以TFT-LCD產業研究對象，調查員工對公司之績效評核制度公平性的認知，以及其對工作態度及工作績效可能之影響；其中以個人屬性為控制變項、績效考核公平性（包括程序公平、分配公平）為自變項，工作態度（包括工作滿足、組織承諾與工作投入）為中介變項，工作績效為依變項，探討個人屬性變項、績效考核公平、工作態度及工作績效之關係及影響，希冀提供TFT-LCD產業評估現行績效評核標準、從事人力資源發展，提昇員工績效之參考。
本研究共發放問卷500份，取得有效問卷為345份，經由因素及信度分析、迴歸分析、t檢定與單因子變異數分析等統計分析後，得到重要發現如下：
一、績效考核公平性對工作態度及工作績效有顯著性的影響。
二、工作態度對工作績效有顯著性的影響。
三、工作態度在績效考核公平性與工作績效間之關係中存在著中介
效果。
四、員工個人屬性上，除了服務部門外，性別、年齡、婚姻狀況、
教育程度、服務年資與職務別，對績效考核之程序公平、分配
公平，以及工作滿足、組織承諾、工作投入及工作績效等，均
有顯著差異。
最後本研究根據研究結果，對管理實務與未來研究者提出建議，以供企業界與學術界卓參。

Many departments and employees in the TFT-LCD business in Taiwan make the work of performance appraisal to be more complicated; the scholar shows that over 61% of the employees are discontent with the appraisal results. To the organization, the justice of appraisal is an important index to judge the effect of performance appraisal. Moreover, we can find from more researches, employee’s cognizance to the justice of performance appraisal will influence personal results and the results of organization, including job satisfaction, organization commitment, job involvement and job performance.

The object in this research is the TFT-LCD business in Taiwan. We investigate the justice cognizance of performance appraisal institution, and the possible influence on working attitude and job performance. We use people’s personal property to be control variable, the justice of performance appraisal institution (includes justice of procedure and distribution) to be independent variable, working attitude (includes job satisfaction, organization commitment, and job involvement) to be mediator variables, job performance to be according-variable, and explore the relationship and influence of personal property variable, justice of performance appraisal, working attitude and job performance with the items mentioned above. We hope to provide the performance appraisal standard to the TFT-LCD business in Taiwan to evaluation, human resource management, and the reference of raising employee results.

This research total gives 500 questionnaires, and effective questionnaire is 345. Through Factor and Reliability Analysis, Regression Analysis, Independent-Samples T test and Reliability Analysis, we have the important finding as follows:
1.The influence of justice of performance appraisal
institution on the working attitude and job performance
is obvious.
2.The influence of working attitude on the job performance
is obvious.
3.Working attitude have mediating effect between the
justice of performance appraisal institution and job
performance.
4.To the personal properties of employee, except
department, sex, age, marriage, education degree,
service years, and position, the difference is obvious
to procedure justice, distributive justice, job
satisfaction, organization commitment, job involvement,
job performance, etc.

The end of studies originally according to the research as a result, to manage an actual situation and will study to put forward a suggestion in the future to provide the enterprise field and the academic circles.

摘 要 I
ABSTRACT II
誌謝詞 IV
表 目 錄 VI
圖 目 錄 VIII
第一章、緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章、文獻探討 6
第一節 績效考核之內涵 7
第二節 公平理論的相關回顧 12
第三節 工作態度相關理論的相關回顧 21
第四節 工作績效的相關回顧 31
第五節 績效考核、工作態度與工作績效之相關研究 33
第三章、研究方法 40
第一節 研究架構 40
第二節 研究假設 41
第三節 研究變項的操作性定義與衡量 42
第四節 資料蒐集方法與研究樣本 49
第五節 資料分析方法 52
第四章、研究結果與分析 54
第一節 因素分析及信度檢定 54
第二節 各研究變項之描述性統計分析 62
第三節 個人變項在各構面之變異數分析結果 64
第四節 主要構面之迴歸分析結果 79
第五章、研究結果與分析 99
第一節 結論 99
第二節 建議 106
第三節 研究限制及對後續研究者之建議 107
參考文獻 108
附錄 119

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