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研究生:楊芬華
研究生(外文):Fen-hwa Yang
論文名稱:領導力才能評鑑360度回饋制度推動之探討-以某國際運輸公司為例
論文名稱(外文):The implementation of Leadership Assessment Tool,360-degree Feedback – case study on one international transportation company.
指導教授:黃同圳黃同圳引用關係
指導教授(外文):Tung-chun Huang
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所碩士在職專班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:72
中文關鍵詞:領導力發展意願360度回饋接受性360度回饋制度受評者自我知覺
外文關鍵詞:ratees’ intention of leadership developmentratees’ perception of acceptance360 degree feedbackratees’ self-awareness
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近年來有越來越多的企業開始注重人才的發展,而360度回饋評量則是被企業廣泛運用來協助員工瞭解自己、進行自我才能發展的工具。儘管在許多人力資源的研究報告中都說明360度回饋是提升領導才能的一項重要的工具,然而企業在推行360度回饋評量時仍要特別關心及留意幾個癥結點,才能讓360度回饋評量的推行達到其最大化的功效。

本研究針對某國際運輸公司推動360度回饋評量來提升管理職同仁領導才能的推動過程,探討對受評者而言,影響其對360度回饋制度的接受性及領導才能改變意願的影響因素。研究結果發現,受評者對於「組織後續支持」、「給予責任知覺」、「系統效用」及「評估者能力」的知覺,對受評者的360度回饋制度的接受性知覺有顯著影響;而受評者對於「評鑑溝通」、「組織後續支持」、「給予責任知覺」與「問卷內容設計」的知覺,對受評者領導才能發展意願有顯著的影響。本研究同時也根據研究結果提出360度回饋制度的推動,組織後續的支持及發展活動與資源的提供,對於領導才能的提升及對360度回饋的接受性有非常重要的管理意涵,對個案公司而言,後續推行的成功關鍵則是要執行評估者訓練以提升評估者能力,同時在執行後則要持續提供後續支持並給予責任知覺以確保其執行成效。
Recently, more and more organizations around the world are paying the high attention on people development, they are using multisource, or 360-degree feedback as the tool to assist the employees to know their own leadership styles and create the opportunities for further development. Although many human resources researches indicate that multisource is an important mechanism for leadership development, however, organizations must attend to and address several issues in order to maximize the utility of multisource feedback.

The purposes of this study were to investigate the implementation process of 360 degree feedback system for achieving the objective of leadership development in one case study of one international transportation company. This research is to study the key factors to influence the perception of acceptance for 360 degree feedback, and the intention of leadership development to the ratees. The research indicates that the ratees’ perception of 「organization further support」、「giving accountabilities」、「the effectiveness of system」 and 「the capabilities of raters」have the positive impact to the perceptive acceptance of 360 degree feedback;and the ratees’ perception of 「assessment objective communication」、「organization further support」、「giving accountabilities」and「questionnaire design」 have the significant influence to the intention of leadership development. In the meanwhile, the research also proposes the lesson learn from the managerial point of view and the suggestions to the company as the reference for the implementation enhancement in the future.
中文摘要 ………………………………………………………………………… i
英文摘要 ………………………………………………………………………… ii
致謝 …………..……………………………………………………………. iii
目錄 ……….……………………………………………………………….. iv
表目錄 ……….……………………………………………………………….. vi
圖目錄 …….………………………………………………………………….. vi
第一章 緒論 …………………..…………………………………………………… 1
第一節 研究背景 ……………………………………………………… 1
第二節 研究目的 ……………………………………………………… 4
第二章 文獻探討 …………………………………………………….…………… 5
第一節 360度回饋制度介紹………………………………………….. 5
第二節 360度回饋制度推行的程序及注意事項….…………………. 10
第三章 個案探討 …………………………………………………….…………… 23
第一節 個案公司推動360度回饋背景與原因 …………………..….. 23
第二節 個案公司推動360度回饋推行流程 ..….…………………… 26
第四章 研究設計與方法……………………………………………….…………… 31
第一節 研究架構 ..…………………………………………………….. 31
第二節 研究對象 …..….………………………………………………. 32
第三節 研究工具 …..….………………………………………………. 33
第四節 統計分析方法 …………………………………………………. 36
第五章 研究結果與分析……………………………………………….…………… 38
第一節 敘述性統計分析 …..………………………………………….. 38
第二節 信度分析 …..….………………………………………………. 40
第三節 各變數之平均數 ………………………………………………. 41
第四節 平均數差異檢定 .………………………………………………. 43
第五節 相關性分析 …….………………………………………………. 47
第六節 評量投入面之迴歸分析 .………………………………………. 49
第六章 研究結論與建議 ……………………………………………….…………… 56
第一節 研究結論 …..………..………………………………………….. 56
第二節 管理實務意涵與應用……………………………………………. 61
第三節 研究限制 ……………..…………………………………………. 64
第四節 研究建議 ……………..…………………………………………. 65
參考文獻 ……………………………………………………………………………… 66
附錄一 開放性回饋資料彙整 ……………………………………………………… 73
附錄二 本研究問卷 ………………………………………………………………… 74
(一)中文部份
1.沈富鈞(2007),「實施多源評量成功因素、受評者接受度知覺與受評者自我才能發展意圖關聯性之研究」,國立中央大學人力資源管理研究所碩士論文。
2.范傑倫(2001),「360度回饋與績效改善之縱貫性實證研究」,國立政治大學心理研究所碩士論文
3.姚德瑜(2005),「2003領導力發展趨勢標竿研究調查結果」,DDI電子報,取自:http://www.ddiworld.com/tw/epaper/ep%E7%AC%AC%E5%9B%9B%E5%8D%81%E4%B8%89%E6%9C%9F.htm
4.黃庭邦、倪慧心 (2007),「企業實施多源回饋促進員工行為發展的責任知覺、性格與組織因素」,人力資源管理學報,第二卷第二期,頁1-25.
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6.張裕隆、劉岡憬 (2001),「360度回饋與傳統上司評鑑對領導效能預測力之比較」,應用心理研究,第10期,頁167 – 197。
7.劉麗華 (2001),「主管管理才能評量360 度回饋對受評者態度之影響」,國立中央大學人力資源管理研究所未出版之碩士論文。


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