跳到主要內容

臺灣博碩士論文加值系統

(44.210.149.205) 您好!臺灣時間:2024/04/17 08:15
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:張繼國
研究生(外文):Chi-Kuo Chang
論文名稱:國小教師甄試應徵者印象管理策略對面談結果之影響
論文名稱(外文):The influences of applicants’ impression management tactics on interview outcomes of elementary school teacher selection
指導教授:謝文全謝文全引用關係
指導教授(外文):Wen-Chyuan Hsieh
學位類別:碩士
校院名稱:國立臺灣師範大學
系所名稱:教育學系
學門:教育學門
學類:綜合教育學類
論文種類:學術論文
論文出版年:2005
畢業學年度:93
語文別:中文
論文頁數:253
中文關鍵詞:教師甄選印象管理印象管理策略
外文關鍵詞:Teacher selectionImpression management. Impression management tactics
相關次數:
  • 被引用被引用:7
  • 點閱點閱:471
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:4
摘  要

  本研究之主要目的,在於探討印象管理策略的基本概念與實施歷程,並透過調查研究與訪談討論,瞭解國小教師甄試應徵者採行印象管理策略的情況,及其對面談結果的影響,最後根據研究結論,提出實施或改善教師甄試面談的建議。
  為達成上述目的,本研究兼採文獻分析、問卷調查以及訪談調查三種研究方法。首先,透過文獻分析,探討印象管理策略的基本概念與實施歷程,以瞭解印象管理的意義、功能、理論,並探究印象管理策略的原則及其和面談結果之間的相關研究;其次,根據文獻探討之結果,編製「教師甄試應徵者印象管理策略對面談結果影響調查問卷」,進行調查研究,藉以瞭解國小教師甄試應徵者採行印象管理策略的情況,及其對面談結果影響之意見。最後,根據研究結論,提出具體建議。
  本研究之調查與訪談對象為國民小學之教育人員。在調查研究部份共抽出99所學校,發出問卷825份,實得有效問卷650份,問卷資料處理採SPSS for Windows 11.5統計套裝軟體進行統計分析。
  綜合文獻探討、問卷調查以及訪談調查所得之資料,得到以下結論:
一、印象管理策略在國小教師甄試面談的使用情況為普遍程度,依序為資料佐證
、非語言、外表修飾、語言等策略。
二、國小教師甄試面談中最常使用的印象管理策略具體作法:語言策略是肯定自己,非語言策略是面部神態,外表修飾策略是打扮修飾,資料佐證策略是教學實物作品。
三、國小教師甄試面談屬於非常重要程度的印象管理原則有:應答切題、凝神傾聽、充滿自信愉快、舉止從容不迫等四項。
四、印象管理原則在理論看法與實際做到之間有差異。目前做到情況為大部份做到,但仍未達完全做到程度。
五、印象管理策略對國小教師甄試面談結果的影響為有影響程度,依序為非語言
、資料佐證、外表修飾、語言等策略。
六、國小教師甄試面談中影響效果最大的印象管理策略具體作法:語言策略是肯定自己,非語言策略是面部神態,外表修飾策略是打扮修飾,資料佐證策略是技能證照。
七、不同背景填答者,對印象管理策略在國小教師甄試面談的使用情況看法大同
小異,均認為是普遍程度。整體而言以是否曾擔任甄選委員的意見差異較大。
八、不同背景填答者,對印象管理策略在國小教師甄試面談的影響效果看法大同小異,均認為是有影響程度。整體而言以不同學校地點的意見差異較大。

  依據研究結論以及研究者之意見,對國小教師甄試面談提出實施與改善之建議:
一、對參與教師甄試面談的應徵者之建議
(一)宜加強對個人印象管理策略的瞭解,並加以運用。
(二)宜加強對個人印象管理策略具體作法的熟悉,並於面談時適當運用。
(三)宜加強對印象管理原則的認知與掌握,以備在教師甄選面談時使用。
(四)應徵者應落實印象管理原則於教師甄選面談時妥善運用。
(五)應徵者應儲備印象管理策略的專業能力,並加強印象管理策略的訓練。
(六)宜落實印象管理策略具體作法在教師甄試面談時的使用,以提昇個人價
值增加錄取機會。
二、對教育行政機關之建議
(一)設立甄選委員的專業訓練機構,提昇甄選面談的品質
(二)檢討相關法令規章,建立良好甄選機制以求較公平的競爭
(三)面對學校自辦甄選應採協助輔導,以利學校整體發展的甄才方向
三、對學校之建議
(一)建立學校甄選委員的專業訓練機制,以提昇甄選面談的品質
(二)提昇自辦甄選方法的公平機制
(三)面對學校自辦甄選,應以學校整體發展為考量


關鍵詞:教師甄選、印象管理、印象管理策略
Abstract

The purposes of the study are: (1) to explore the primary concepts of impression management tactics and its practice,(2) to investigate the current situation of interview of teacher selection in public elementary school,(3) to investigate its influence on teacher selection interview, (4) to conclude the results and offer some suggestions for practicing or improving interview of teacher selection.
In order to accomplish the purposes, This research adopts literature research, questionnaire survey, and interview investigations. First, through literature analysis,
the study explores the primary concepts of impression management tactics and its practice to understand the meanings, function, relational theories. In addition, it also explores the correlation research of impression management principles between interview. Second, according to the results drawn from the literatures, the researcher develops “ The influences of applicants’ impression management tactics on interview outcomes of teacher selection ’’ used for investigation survey to understand the influence situation and opinions on the interview outcomes of teacher selection in public elementary school. Finally, according to the results, the research provides some substantial suggestions.
The subjects of this study are the school staff in public elementary school. A total of 99 schools are randomly selected and questionnaires of 825 copies are dispatched. The effective samples acquired are 650 copies. The data of questionnaire is processed for statistical analysis under the “ SPSS for Windows 11.5 ’’ statistics package software.
From the data of literature analysis, questionnaire and interview investigations, the conclusions are as follows :
1.The use of impression management tactics during interview of teacher selection in elementary school are universal degree. The universal degree in order are data evidence, nonverbal behaviors, external dress up, and verbal tactics.
2.The concrete methods of impression management tactics most often used during interview of teacher selection in elementary school are: the verbal tactics is to confirm oneself, the nonverbal behaviors is the facial expression, the external dress up tactics is the appearance decoration, the data evidence tactics is the creations of teaching.
3. The most important impression management principle during interview of teacher selection in elementary school are: in answer to keep to the point, to concentrate one’s attention and listen attentive, full of confidence and delight, to pull down one’s vest.
4. The impression management principle has the difference in theory and practice. The current situation is mostly achievement, but not accomplish it completely.
5.The influences of impression management tactics on the interview outcomes during interview of teacher selection in elementary school are influential degree. The influential degree in order are nonverbal behaviors, data evidence, external dress up, and verbal tactics.
6.The concrete methods of impression management tactics had greatest effects on the interview outcomes during interview of teacher selection in elementary school : the verbal tactics is to confirms oneself, the nonverbal behaviors is the facial expression, the external dress up tactics is the appearance decoration, the data evidence tactics is the skill credentials.
7. The different background people fills in answering have mostly the same views to the use of impression management tactics during interview of teacher selection in elementary school and consider it is universal degree. The whole to say, whether once hold the committee member of teacher selection have more different opinions.
8. The different background people fills in answering have mostly the same views to the influences of impression management tactics during interview of teacher selection in elementary school and consider it is influential degree. The whole to say, different school have more different opinions.
Based on the research conclusion, the researcher proposes some concrete suggestions to practice and improve the interview of teacher selection in the following:
1.As to the applicants during interview of teacher selection, they should
(1) strengthen understanding of individual impression management tactics and put it to good use.
(2)be familiar with concrete methods of individual impression management tactics and put it to good use during interview of teacher selection.
(3) strengthen and master the knowledge of impression management principles so as to put it to good use during interview of teacher selection.
(4)carry out the impression management principle during interview of teacher selection and put it to good use.
(5) reserve the professional ability of impression management tactics and strengthen the training of impression management tactics.
(6)carry out the concrete methods of impression management tactics during interview of teacher selection so as to enhance personal value.
2.As to the educational authorities, they should
(1) establish the professional training mechanism of interviewers of teacher selection so as to enhance the quality of teacher selection.
(2)improve the related laws and regulations so as to establish good selection mechanism and fairer competition.
(3) provide helps to teacher selection in school so as to help the whole school’s development.
3.As to school, they should
(1) establish the professional training mechanism of interviewers of teacher selection so as to enhance the quality of teacher selection.
(2) improve the fair mechanism on teacher selection methods in school.
(3) take the whole school’s developments as the consideration about teacher
selection in school.

Key words: Teacher selection. Impression management. Impression management tactics.
國民小學教師甄試應徵者印象管理策略對面談結果之影響

               目 錄

第一章 緒論……………………………………………………………1

第一節 研究動機與目的…………………………………………………1
第二節 研究範圍與待答問題……………………………………………3
第三節 名詞釋義…………………………………………………………4
第四節 研究方法與步驟…………………………………………………6
第五節 研究架構與限制…………………………………………………8

第二章 文獻探討………………………………………………………11

第一節 印象管理的意義與功能………………………………………11
第二節 印象管理的策略………………………………………………14
第三節 甄選面談………………………………………………………24
第四節 印象管理的相關理論與原則…………………………………32
 第五節 印象管理策略與面試結果之相關研究……………………39

第三章 研究設計與實施………………………………………………43

第一節 研究架構………………………………………………………43
第二節 研究對象………………………………………………………45
第三節 研究工具………………………………………………………50
第四節 研究的實施……………………………………………………59
第五節 資料的處理……………………………………………………64

第四章 調查結果分析與討論………………………………………67

第一節 印象管理策略使用情況的分析與討論………………………67
第二節 印象管理策略影響效果的分析與討論………………………80
第三節 印象管理策略與面談影響的相關分析與討論………………84
第四節 印象管理原則的分析與討論…………………………………96
第五節 印象管理策略其他意見的分析與討論 ……………………146


第五章 訪談結果分析與討論………………………………………151

第一節 訪談結果的分析 ……………………………………………151
第二節 訪談結果的小結與討論 ……………………………………196

第六章 結論與建議…………………………………………………215

第一節 主要研究發現 ………………………………………………215
第二節 結論 …………………………………………………………218
第三節 建議 …………………………………………………………222

參考文獻………………………………………………………………229

附錄
 
附錄一:教師甄試應徵者印象管理策略對面談結果影響調查問卷《試填》…235
 附錄二:教師甄試應徵者印象管理策略對面談結果影響調查問卷《正式》…242
 附錄三:學校請託函………………………………………………247
 附錄四:專家請託函………………………………………………248
 附錄五:訪談大綱…………………………………………………249
 附錄六:印象管理策略相關意見統計資料表……………………250
參考文獻

壹、中文部分
方秀雀(1995)。我國現行公務人員考試方法改進之研究-以口試為例。國立政治大學公共行政研究所碩士論文,未出版,台北。
何永福、楊國安(1993)。人力資源策略管理。台北:三民。
吳 平(1997)。改進空間還很大-對中小學教師甄試新制的看法。師說,110,30-33。
吳 影(1998)。台北市教師選聘制度的探討。師說,120,10-13。
吳清山(1997)。學校教師評審委員會運作成效之省思。研習資訊,14(6),9-16。
吳清山、郭瑞芬(1998)。教師評審委員會選聘教師之問題分析與改進意見。北縣教育,21,11-16。
吳復新(2000)。面談的問題及其改進之道:兼評高考一級口試改難方案。政大行政學報,10,27-67。
吳雅玲(1998)。印象整飾理論及其對教育應用的啟示。教育資料文摘, 42(6),144-153。
吳裕文(1998)。師資選聘新制再探討。師說,123,46-48。
李吉仁、陳振祥(1999)。企業概論-本質、系統、應用。台北:華泰。
李長貴(2000)。人力資源管理-組織的生產力與競爭力。台北:華泰。
李美枝(1986)。社會心理學。台北:大洋。
李煥明(1971)。中小企業人事管理。台北:編者。
李慶宗(2001)。國民中學教師甄選制度之研究。國立台灣師範大學教育研究所碩士論文,未出版,台北。
李濟民(1986)。人類傳播巨觀理論─符號互動理論探討。復興崗學報,50,196-200。
李聰超(1997)。民主精神、理性運作--談國民小學教評會。研習資訊,14(6),39-44。
沙克強(1998)。人事甄選與面談技巧。台北:瑞霖。
林育瑋(2001)。應徵者面談印象管理策略對甄選面談決策影響。國立臺灣科技大學企業管理研究所碩士論文,未出版,台北。
林漢文(1998)。教評會運作的「困境」與「解決之道」。北縣教育,21,34-46。
徐江敏、李姚軍(1992)。日常生活中的自我表演。台北:桂冠。
徐西森(2002)。人際關係的理論與實務。台北:心理。
張怡筠(2003)。學會「印象整飾」,保證亮麗出頭。Career雜誌, 284,31-35。
張素貞(1997)。高級中等以下學校教評會運作之相關問題探討。研習資訊,14(6),45-49。
張清良(1993)。台灣省立高級中等學校校長甄選制度之研究。國立政治大學教育研究所碩士論文,未出版,台北。
張清濱(1997)。中小學教師評審委員會評析。研習資訊,14(6),1-8。
張喬媚(1999)。國小教師甄選制度之研究。國立台南師範學院國民教育研究所碩士論文,未出版,台南。
教育部(2003)。台閩地區國民中小學校概況統計-九十二學年度。台北市:教育部統計處。
許殷宏(1994)。高夫曼互動秩序理論及其在教育上的蘊義。國立台灣師範大學教育研究所碩士論文,未出版,台北。
許惠珠(1996)。人際關係。台北:華杏。
許瓊華(2000)。程序公平、印象管理動機與組織公民行為三者間關係之探討。淡江大學管理科學研究所碩士論文,未出版,台北。
郭軒盈(譯)(2002)。30分鐘透視面試官的心理:找好工作用對人。台北:思文堂。
陳瑩如(1999)。國民小學教師遴選之研究。台北市立師範學院國民教育研究所碩士論文,未出版,台北。
黃 菁(1998)。「教評會」是老師的護身符?還是孩子的保護傘?北縣教育,21,24-26。
黃同圳(2002)。人力資源管理十二堂課。台北:天下。
楊庭懿(2002)。應徵者印象管理策略對甄選面談決策之影響:以面談訓練為干擾變數。國立台灣科技大學企業管理研究所碩士論文,未出版,台北。
葉連祺(1997)。我國中小學教師甄試之研究。教育資料文摘,39(6),44-64。
葉連祺(1998)。設置中小學教師甄選委員會之研究兼論其與教評會之關係。教育資料文摘,41(6),118-129。
詹志禹(1997)。中小學教師選聘的專業判準。北縣教育,16,33-36。
劉嘉雯、林柏章(2001)。全方位人力招募與面談技巧。研習論壇,5,46-49。
潘文忠(1998)。蛻變中的教師任用制度─記一場權利與義務的饗宴。北縣教育,21,21-23。
遲嫻儒(2003)。組織新進成員之上行形象管理策略運用與中國人Guanxi之相關性研究-以媒體組織從業人員為例。國立交通大學傳播研究所碩士論文,未出版,新竹。
藍美貞、姜佩秀(譯)(2001)。職能招募與選才。台北:商周。
顏國樑(1997)。教師評審委員會的衝擊與改進作法。研習資訊,14(6),17-22。
顏慧萍(1992)。國民中學校長甄選制度之研究。國立台灣師範大學教育研究所碩士論文,未出版,台北。
蘇德華、張貴芳(譯)(1999)。發現好員工:正確評估員工的績效。台北:漢湘。




貳、英文部分
Alderfer, C. P., & McCord, C. G. (1970). Personal and situational factors in the recruitiment interview. Journal of Applied Psychology, 54, 377-385.
Anderson, N. R. (1991). Decision making in the graduate selection interview: An experimental investigation.Human Relations, 44, 403-417.
Allison, S. T, & Herlocker, C. E. (1994). Constructing impressions in Demographically
diverse organizational settings. American Behavioral Scientist, 37(5), 637-653.
Amalfitano, J. G., & Kalt, N. C. (1977). Effects of eye contact on the evalustion of job applicants. Journal of Employment Courseling, 14, 46-48.
Baron, R. A. (1989). Impression management by applicants during employment interview: The “too much of agood thing” effect. In R. W. Eder & G. R. Ferris (Eds), The employment interview: Theory, research, and practice. Newbury Park: Sage.
Barrett, R. (1992). Content validation form. Public Personnel Management, 21, 41-52.
Bolino, M. C. (1999). Citizenship and impression management: Good soldiers or good actors? Academy of Management Review, 24, 82-98.
Bozeman, D. P., & Kacmar, K. M. (1997). A cybernetic model of impression management Processes in organizations. Organizational behavior and human decision processes, 60(1), 9-30.
Burgoon, J. K., Buller, D. B., & Woodal, W. G. (1989). Nonverbal communication. New Youk: Harper & Row.
Byrme, D. (1961). Interpersonal attraction and attitude similarity. Journal of Abnormal
and Social Psychology, 61, 713-715.
Compion, J. E., Eyring, A. R., & Turban, D. (1995). Factors related to job acceptande
decisions of college recruiter. Journal of Vocational Behavior, 47, 193-213.
Cooley, C. H. (1902). Human Nature and the Social Order. New York: Scribner’s.
Cooper, W. H. (1981). Ubiquitous halo. Psychological Bulletin, 90, 218-244.
Depaulo, B. M., Britingham, G. L., & Kaiser, M. K. (1983). Receiving competence-relevant help: Effects on reciprocity, affect, and sencitivity to the helper’s nonverbally expression needs. Journal of Personality and Social Psychology, 45, 1045-1060.
DePaulo, B. M. (1992). Noverbal behavior and self-presentation. Psychology Bulletin, 111, 203-243.
Dipboye, R. L. (1992). Selection interview: Process perspectives. Cincinnati, OH: South-Western.
Edinger, J. A., & Patterson, M. L. (1983). Nonverbal involvement and social control.
Psychology Bulletin, 93, 30-56.
Ellsworth, P. C., & Carlsmith, J. M. (1973). Eye contact and gaze aversion in an aggressive encounter. Journal of Personality and Social Psychology, 28, 280-292.
Exline, R. V. (1971). Visual interaction:the glances of power and preference.In J. K. Cole (Ed.). Nebraska Symposium on Motivation(pp.163-206). Lincoln: University of Nebraska Press.
Ferris, G. R., & Judge, T. A. (1991). Personal/human resources management: A political influences perspective. Journal of Management, 17, 447-488.
Gaes, G. G., Kalle, R. J., & Tedeschi, J. T. (1978). Impression management in the forced compliance paradigm: Two studies using the bogus pipeline. Journal of Experimental Social Psychology, 14, 493-510.
Gardner, W. L. & Martinko, M. (1988). Impression management in Organizations. Journal of Management, 14, 321-328.
Gilomore, D. C., Stenvens, C. K., Harrell-Cook,G., & Ferris, G. R. (1999). Impression Management Tactics. The Employment Interview Handbook. Thousand Oaks California: Sage.
Goffman, E. (1959). The presentation of self in everyday life. Garden City, NY: Doubleday.
Gorden, R. A., Rozelle, R. M., & Baxter, J. C. (1988). The effect of applicant age, job level, and accountability on the evaluation of job applicants. Organizational Behavior and Human Decision Precess, 41, 20-23.
Graves, L. M., & Powell, G. N. (1988). An investigation in recruiters’ evaluations of actual applicants.Journal of Applied Psychology, 73, 20-29.
Greenberg, J. & Baron, R. A. (1997). Behavior in organization:Understanding and managing the human side of work. Upper saddle river, NJ: Prentice Hall.
Hall, J. A. (1984). Nonverbal sex Differences: Communication accuracy and expressive style. Baltimore: Johns Hopkins University Press.
Harris, M. M. (1989). The recruitment interview as persuasive communication: Applying the evaluation likelihood. In J. Breaugh & M. Harries (Eds.),
Organizational recruitment research:Taking Stock and setting future directions. Washington, DC: Symposium conducted at the annual meeting of the Academy of Management.
Hitt, M. A., & Barr, S. H. (1989). A comparisonof selection decision models in manager versus student samples. Personal Psychology, 39, 599-617.
Hollandsworth, J. G., Kazelskis, J. R., Stevens, J., & Dressel, M. E. (1979). Relative contributions of verbal, articulative,and nonverbal communication to employment
Decisions in the job interview setting. Personnel Psychology, 32, 359-367.
Imada, A. S., & Hakel, M. D. (1977). Influence of nonverbal communication and rater proximity on impression and decision in simulated employment interviews.
Journal of Applied Psychology, 62, 295-300.
Jones, E. E. (1964). Ingratiation:Asocial psychological analysis. New York: Appleton-
Century-Crofts.
Jones, E. E. (1979). The Rocky road from acts to dispositions. American Psychologist,
34, 104-447.
Jones, E. E., & Pittman, T. S. (1982). Toqard a general theory of strategic self-
presentation. In J. Suls(Ed.), Psychological perspectives on the self (pp.231-262). Hillsdale, NJ: Erbaum.
Kacmar, K. M., Delery, J. E. & Ferris, G. R. (1992). Differential effectiveness of applicant impression management tactics on employment decisions. Journal of Applied Social Psychology, 22, 1250-1272.
Kristof-Brown, A., & Barrick, M. R. (2002). Applicant impression management:
Dispositional influences and consequences for recruiter perception of fit and similarity. Jorunal of Management, 28, 27-46.
Lawrence, S. W. (1972). Social psychology. California: Monterey.
Liden, R. C., & Mitchell, T. R. (1989). Inratiation in the development of leader-member exchange.In R. A. Giacalone & P. Rosenfeld(Eds.). Impression management in the organization, 343-361. Hillsdale, N J: Lawrence Erlbaum.
McGovern, T. V., & Howard, E. A. (1978). Interviewer evaluations of interviewee nonverbal behavior. Journal of Vocational Behavior, 13, 163-171.
Mead, G. H. (1934). Mind,Self and Society. University of Chicago Press.
Nasby, W., Hayden, B., & DePaulo, B. M. (1980). Attributional bias among aggressive boys to interpret unambiguous social stimuli as hostile displays. Journal of Abnormal Psychology, 89, 459-468.
Parsons, C. K., & Liden, R. C. (1984). Interviewer perception of applicant qualifications: A multivariate field study of demographic characteristics and nonverbal cues. Journal of Applied Psychology ,69, 557-568.
Rasmussen, K. G., Jr. (1984). Nonverbal behavior,verbal behavior,resume credentials, and selection interview outcomes. Journal of personality and Social Psychology, 4, 597 -605.
Rynes, S. & Gerhart, B. (1990). Interviewer assessments of application”fit”: An exploratory Investigation.Personnel Psychology, 43, 13-35.
Schlenker, B. R. (1980). Impression management.Monterey, CA: Books/Cole
Schmitt, N., & Coyle, B. W. (1976). Applications in the employment interview.Journal of Applied Psychology, 61, 184-192.
Schmitt, N. (1976). Social and situational determinants of interview decision: Implications for the employment interview. Personnel Psychology, 29, 79-101.
Schneider, D. J. (1981). Tactics self-presentation: Toward a broader conception. In J. T.
Tedeschi (Ed.), Impression management theory and social psychological research
(pp.23-40). New York: Academic Press.
Stevens, C. K., & Kristof, A. L. (1995). Making the right impression:A field study of
applicant impression management during job interviews. Journal of Applied Psychology, 80, 578-606.
Tedeschi, J. & Melburg, V. (1984). Impression management and influencein the organization. In S. Bacharach & E. J. Lawler (Eds.), Research in the sociology of organizations(Vol.3,pp.31-58). Greenwich. CT: JAI Press.
Tessler, R. & Sushelskey, L. (1978). Effects of eye contact and social status on the perceptions of a job applicant in an employment interviewing situation. Journal of Vocational Behavior, 13, 338-447.
Thorndike, E. L. (1920). A constant error in psychological ratings. Journal of Applied Psychology, 4, 25-29.
Tucker, D. H., & Rowe, P. M. (1977). Consulting the application from prior to the length and essential step in the selection process. Journal of Applied Psychology, 62, 669-674.
Vine, I. (1971). Communication by facial-visual signals. In J. K. Crook (Ed.), Social behavior in animals and man.New York,NY:Academic.
Von Baeyer, C. L., Sherk, D. L. & Zanna, M. P. (1981). Impression management in the job interview:when the female applicant meets male (chauvinist) Interviewer.
Personality and Social Psychology, 7, 45-51.
Wayne, S. J., & Ferris, G. R. (1990). Influence tactics,affect,and exchange quality in supervisor-subordinate interaction:A laboratory experiment and field study.
Journal of Applied Psychology, 75, 487-499.
Wayne, S. J., & Liden, R. C. (1995). Effects of impression management on performance rating: A longitudinal study.Academy of Management Journal, 38, 232-260.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 黃秀端,2001,〈立法院委員會制度糾謬---立法效率與品質為何不好?〉,《當代,171》,台北。
2. 林漢文(1998)。教評會運作的「困境」與「解決之道」。北縣教育,21,34-46。
3. 張素貞(1997)。高級中等以下學校教評會運作之相關問題探討。研習資訊,14(6),45-49。
4. 黃秀端,2000,〈立法院內部同類型委員會的運作方式〉,《東吳政治學報》,台北:東吳政治系。
5. 楊婉瑩,2002,〈立法院委員會的決策角色:以第三屆立法院為例〉,《問題與研究》,台北:政大國關中心。
6. 楊日青,1996,〈為立法院常委會把脈〉,《理論與政策》,台北:國家發展研究基金會。
7. 楊日青,1995,〈從憲政走向探討立法院常委會之再改革〉,《憲政思潮》,台北:國民大會秘書處。
8. 楊日青,1993,〈從政府體制談常委會改革之道〉,《立法院院聞》,台北:立法院秘書處。
9. 曾國雄 林麗玉,1991,〈立法委員決策模式之研究〉,《公共政策學報》,第十三期:頁1-29。
10. 李聰超(1997)。民主精神、理性運作--談國民小學教評會。研習資訊,14(6),39-44。
11. 吳雅玲(1998)。印象整飾理論及其對教育應用的啟示。教育資料文摘, 42(6),144-153。
12. 吳清山、郭瑞芬(1998)。教師評審委員會選聘教師之問題分析與改進意見。北縣教育,21,11-16。
13. 陳淞山,1993,〈論比較各國委員會制度〉,《立法院院聞》,台北:立法院秘書處。
14. 陳恆鈞,1998,〈美國國會委員會的議事運作過程:三個理論觀點的探討〉,《問題與研究,41》,台北。
15. 盛杏湲,2001,〈立法委員正式與非正式立法參與之研究:以第三屆立法委員為例〉,《問題與研究》,第四十卷,第五期,頁81-103。