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研究生:潘淑樺
研究生(外文):Shu-Hua Pan
論文名稱:AStudyonAntecedentsofImpressionManagementBehaviorandItsEffectonPerformanceRatingforTemporaryEmployees
論文名稱(外文):A Study on Antecedents of Impression Management Behavior and Its Effect on Performance Rating for Temporary Employees
指導教授:李再長李再長引用關係
指導教授(外文):Tzai-Zang Lee
學位類別:碩士
校院名稱:國立成功大學
系所名稱:工業管理科學系碩博士班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:英文
論文頁數:69
中文關鍵詞:績效評估個體差異情境因子印象管理行為派遣勞工
外文關鍵詞:Performance ratingIndividual differencesSituational factorsImpression management behaviorTemporary workers
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隨著全球化的競爭及市場環境的快速變動,僱用派遣勞工已經成為人力運用上一種常見的方法。雖然管理者可以利用這些派遣勞工作為人力資源策略上的運用來降低公司的成本及增加彈性,但是這些擁有雙重雇主關係的派遣勞工還是會產生許多管理上的問題。
其中一項值得我們去注意的關鍵問題就是這些派遣勞工在心理上及工作效率上的表現。因為這些派遣勞工常常執行短期的任務,無法與受派公司裡的正式員工建立良好的社會關係因而產生社會脫離感,導致他們經常會透過印象管理行為策略的應用來加強別人對他的印象以達到目的,因此,我們需要深入去探討印象管理行為對派遣員工所扮演的角色為何及其在績效上的影響,希望能對公司在派遣員工的激勵上有所貢獻。
本研究採用問卷調查來蒐集資料,分析結果顯示印象管理行為對派遣勞工的確扮演一個重要的角色,使用愈多的印象管理行為策略,特別是對受派公司從事以自我為主的策略,確實可以有效提升派遣員工的績效評估,且派遣勞工對受派公司所從事的印象管理行為顯著高於對派遣公司,另外,隨著目標、環境及人格特質的不同,所從事的印象管理行為策略也是會受到影響的。透過從事印象管理行為,派遣員工可以有效改善工作環境並提昇工作績效,因此,對派遣公司及受派公司來說,激勵這些派遣勞工擅於從事印象管理行為這項藝術是相當重要的。
Because of global competition and the rapid change of market environment, hiring temporary workers (temps) has become a common practice in the workforce. Although the manager can use temps as a human resources strategy to reduce costs and increase flexibility, temps who were involved in a relationship of joint employers will cause a lot of management problems.
One of the key points we need to make efforts is the mentality and efficiency of these temps. Because temps frequently take short duration assignments, they can not establish social relationships with client employees. Thus they feel further social isolation. As a result, temps often use impression management behavior (IMB) as a strategy to enhance their impression to others in order to attain their purpose. Therefore, we need to deeply explore the role of IMB in temps and its effects on temps’ performance rating. The results of this research also contribute to the motivation process of temps.
This study used questionnaires to collect data. The results of analysis show that IMB plays an important role of temps indeed. Using more IMB tactics, especially using self-focused tactics to client companies, can help them to get higher performance rating. And IMB temps tend to use to client companies is obviously more often than to agencies. Moreover, IMB tactics will also be influenced by the differences of goals, situational factors and individual differences. By engaging in IMB, the working environment can be improved and the performance can be raised. Therefore, encouraging temps to be good at the art of IMB is essential to both agencies and client companies.
Chapter 1 Introduction 1
1.1 Background and Motivation 1
1.2 Research Objectives 3
1.3 Research Procedure 3
Chapter2 Literature Review 5
2.1 Temporary Worker 5
2.2 Impression Management of Temporary Workers 7
2.3 Impression Management 9
2.3.1 Impression Management Behavior 9
2.3.2 The Factors Affecting Impression Management Behavior 13
2.4 Performance Rating 16
2.4.1 Performance Rating and Impression Management 17
Chapter 3 Methodology 19
3.1 Conceptual Framework 19
3.2 Research Proposition and Hypothesis 20
3.3 Questionnaires Design 22
3.4 The Pretest of the Questionnaire 27
3.4.1 The Reliability Analysis of Goals 28
3.4.2 The Reliability Analysis of Situational Factors 28
3.4.3 The Reliability Analysis of Individual Differences 28
3.4.4 The Reliability Analysis of Impression Management Behaviors 29
3.4.5 The Reliability Analysis of Performance Rating 30
3.5 Sampling Selection 30
3.6 Analysis Method 32
Chapter 4 Analysis Results 34
4.1 Questionnaire Retrieval 34
4.2 Descriptive Statistics Analysis 34
4.3 Reliability Analysis 38
4.4 Regression Analysis 38
4.4.1 The Influence of Goals on Impression Management Behavior 39
4.4.2 The Influence of Situational Factors on Impression Management Behavior    40
4.4.3 The Influence of Individual Differences on Impression Management Behavior   41
4.4.4 The Influence of Impression Management Behavior on Performance Rating 42
4.5 Paired t-test 43
4.6 Analysis of Variance 45
4.7 Summary of Hypotheses Testing 48
4.8 Discussion of Results 50
4.8.1 The Elements that Influence Impression Management Behavior 50
4.8.2 The Differences of Impression Management Tactics toward Agency and Client Company 52
4.8.3 The Impacts of Impression Management Behavior on Performance Rating 53
Chapter 5 Conclusions and Suggestions 55
5.1 Research Conclusions 55
5.2 Suggestions 56
5.2.1 Suggestions for Temporary Workers 56
5.2.2 Suggestions for Staffing Agencies and Client Companies 56
5.3 Research Limitation 57
5.4 Suggestions for Future Studies 58
Reference  59
Appendix: Questionnaire (in Chinese) 65

List of Tables
Table 3.3.1 Questions of Goals 22
Table 3.3.2. Questions of Situational Factors 23
Table 3.3.3 Questions of Individual Differences 24
Table 3.3.4 Questions of Impression Management Behavior 26
Table 3.3.5 Questions of Performance Rating 27
Table 3.4.1 The Reliability Analysis of Goals (Pretest) 28
Table 3.4.2 The Reliability Analysis of Situational Factors (Pretest) 28
Table 3.4.3 The Reliability Analysis of Individual Differences (Pretest) 29
Table 3.4.4 The Reliability Analysis of IMB (Pretest) 29
Table 3.4.5 The Reliability Analysis of Performance Rating (Pretest) 30
Table 3.5.1 The Employment Situation of Temporary Workers in 2004 31
Table 3.5.2 Principle of Sampling 32
Table 4.1.1 Questionnaire Retrieval 34
Table 4.2.1 The Attributes of the Respondents 36
Table 4.2.2 The Characteristics of Client Companies 37
Table 4.3.1 Results of Reliability Analysis 38
Table 4.4.1 Influence of Goals on Impression Management Behavior 40
Table 4.4.2 Influence of Situational Factors on Impression Management Behavior 41
Table 4.4.3 Influence of Individual Differences on Impression Management Behavior 42
Table 4.4.4 Influence of Impression Management Behavior on Performance Rating 43
Table 4.5.1 Results of Paired t-test for IMB toward Agencies & Client Companies 44
Table 4.5.2 Results of Paired t-test for Supervisor-focused Tactic to Agencies & to Client Companies 45
Table 4.5.3 Results of Paired t-test for Self-focused Tactic to Agencies & to Client Companies 45
Table 4.6.1 T-Test of IMB & Demographic Data 46
Table 4.6.2 ANOVA of IMB & Demographic Data 47
Table 4.6.3 Post Hoc Test (Tukey method) 48
Table 4.7.1 The Results of Hypotheses 49

List of Figures
Figure 1.1 Research Procedure 4
Figure 2.1.The Triangular Relation of Temporary Help Service Industry 7
Figure 2.2 Actor identity discrepancies and corresponding impression management functions 11
Figure 3.1 Conceptual Framework 19
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