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研究生:侯月英
研究生(外文):Houe,Yueh.Ying
論文名稱:知覺績效評估公平性之衡量模式
論文名稱(外文):An Instrument for Measuring Perceived Equity of Performance Evaluation
指導教授:王怡舜王怡舜引用關係
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:商業教育學系
學門:商業及管理學門
學類:財務金融學類
論文種類:學術論文
論文出版年:2004
畢業學年度:92
語文別:中文
論文頁數:106
中文關鍵詞:績效評估程序公平分配公平衡量模式
外文關鍵詞:Performance EvaluationProcedure EquityDistribution EquityMeasurement Model
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摘 要
目前在管理研究文獻中,對於知覺績效評估公平性的衡量模式甚少探討,本研究的主要目的是建構一個有效衡量知覺績效評估公平性的衡量工具。本研究首先探討了績效評估公平性的概念性定義,並參酌了「績效評估」、「多元回饋評估制度」、「程序公平」以及「分配公平」等領域的相關文獻,歸納出初步的績效評估公平性衡量構面與問項,並透過訪談加以補充與調整。再者,本研究也說明了量表問項產生過程、資料蒐集方法、以及純化測量的步驟;並進行信度、問項分析以及探索性因素分析;其中嚴謹的檢驗了績效評估公平性衡量模式的信度、內容效度、校標關聯效度、收斂效度以及區別效度,並發展量表常模標準。最後,本研究探討了知覺績效評估公平性的衡量模式在實務界與學術界的應用方式,並討論本研究所面臨的若干限制,同時提出一些未來可以進一步研究的方向。本研究實證導出的衡量工具可以做為後續研究人員在發展及驗證組織行為理論時的參考。



關鍵字:績效評估 、程序公平 、分配公平、衡量模式


ABSTRACT

Management research literature has not addressed the measurement of perceived equity of performance evaluation. The purpose of this study is to develop an effective instrument for measuring perceived equity of performance evaluation. This study first discusses the concepts and definitions of performance evaluation equity, and refers to the literature regarding “performance evaluation,” “multiple feedback evaluation system,” “procedure equity,” and “distribution equity”. Based on the literature and interviews, the author develops the initial dimensions and items for measuring perceived equity of performance evaluation. The procedures used in generating items, collecting data, and purifying a multiple-item scale are described. This study has carefully examined evidences of reliability, item analysis, factor analysis, content validity, criterion-related validity, convergent validity, and discriminate validity by analyzing a sample data. The norms of the instrument were then developed. Finally this study discusses the implications for research and practice, and explores limitations of the work and potential future research. The empirically validated instrument should be useful to other researchers in developing and testing organizational behavior theories.



Keywords:Performance Evaluation;Procedure Equity;Distribution Equity;Measurement Model

目 錄

第一章 緒論………………………….………………………1
第一節 研究背景與動機 ……………………………….1.
第二節 研究問題與目的 ……………………………….4
第三節 研究步驟 ……………………..………………6
第四節 研究範圍 ……………………..………………8
第二章 文獻探討 …………………………………………9
第一節 績效評估 ………………………………………9
第二節 多元回饋評估制度 ……………………………31
第三節 組織公平 ………………………………………43
第三章 研究設計 …………………………………………61
第一節 研究方法 ………………………………………61
第二節 研究架構 ……………………………………..63
第三節 研究對象 ………………………………………64
第四節 研究流程 ……… …………………………..64
第四章 量表發展………………………………………….66
第一節 構念定義 ………………………………………66
第二節 發展問項 ……………………………………..67
第三節 資料蒐集 ………………………………………70
第四節 純化測量 ………………………………………72
第五節 評估效度 ………………………………………76
第六節 發展標準 ………………………………………77
第五章 研究結論與建議……………………………………80
第一節 理論意涵 … ……………………………………80
第二節 實務意涵 ……………………………………..81
第三節 研究限制與後續研究 …………………………82

參考文獻……………………………………………………….84
一、 中文部分 ………………………………………..84
二、 英文部分 ………………………………………..88

附錄……………………………………………………………..97
績效評估公平性調查問卷……………………………………..97
知覺績效評估公平性之衡量模式 ………………………….101
績效評估公平性調查問卷(草案)…………………………103


圖 目 錄

圖1-1: 研究步驟流程…………………………………………………7
圖2-1: 公共績效模型 ………………………………………………11
圖2-2: 人力資源週期架構圖 ………………………………………15
圖2-3:考績功能圖……………………………………………………23
圖2-4:績效評估偏誤模式……………………………………………29
圖2-5:回饋與行為反應的關係模式…………………………………33
圖2-6:多元評估模式與傳統評估模式來源之差異…………………36
圖2-7:程序公平如何影響團隊績效…………………………………49
圖3-1: 研究架構 ……………………………………………………63
圖4-1:知覺績效評估公平性之衡量模式……………………………78



表 目 錄

表2-1 : 績效考核之意義 ……………………………………………12
表2-2 : 績效評估的重要 ……………………………………………16
表2-3 : 績效評估目的 ……………………………………………18
表2-4 : 傳統評估方式與全方位360 度回饋評估方式的比較 ……37
表2-5 : 組織公平的相關實證研究彙整表 ………………………53
表2-6 : 九個程序上是公平的指標與問卷調查範例 ………………58
表3-1 : 研究流程 ……………………………………………………65
表4-1 : 績效考核公平衡量模式問項之基礎 ………………………67
表4-2 : 訪談專家學者名單 ……………………………………… 69
表4-3 : 問卷調查對象 ………………………………………………71
表4-4 : 具信度、區別效度、收歛效度之量表……………………74表4-5 : 修正後問項與總分之相關係數表 …………………75
表4-6 :百分位數表 ……………………………………………79






















參考文獻
參考書目
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