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研究生:謝晴雯
研究生(外文):HSIEH, CHING-WEN
論文名稱:直屬主管的管理才能表現對績效評估制度滿意度影響之研究
論文名稱(外文):The Influence of the Performance of Supervisors' Competency on the Satisfaction of Appraisal System
指導教授:陳銘薰陳銘薰引用關係
指導教授(外文):CHEN, MING-SHIUN
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:77
中文關鍵詞:績效評估制度管理才能領導型態360度評估
外文關鍵詞:appraisal systemcompetencyleadership style360-degree feedback
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績效評估的功能與重要性,早為國內外人力管理學界所強調。然長久以來,績效評估的結果究竟應用於「考核」或「發展」的目的上,也一直備受爭議。而現今的企業經營環境,已無法以簡單的評量模式,去評量員工的表現,傳統績效評量制度已無法滿足企業需求,國內對人力資源較為重視的企業,陸續由國外引進更先進之人力資源制度及績效評量方式。其中,有一種360度的績效評估制度方式,與傳統東方企業所採用的績效評量方式具有較大差異。
才能(competencies)的概念是在1973年由哈佛大學的 McClelland 教授首先提出。才能非僅指個人所擁有的知識與技巧,而是個人特質的統合,從而產生卓越的工作績效。才能可以用一定的標準加以衡量,並可以經由訓練來加強。過去的研究結果也發現:管理者的作為是提昇組織與員工個人的績效的關鍵力量。
本研究之目的為探討各階層的直屬主管在管理才能上的表現與部屬對於績效評估制度滿意度間之關係。並以直屬主管領導型態與績效評估制度類型作為干擾因素,進一步比較不同的領導形態與不同類型的績效評估制度,對於直屬主管的管理才能表現與績效評估制度滿意度間之關係是否會有影響。實證分析之資料收集採用問卷調查法,並以相關分析、多元迴歸與單因子變異數分析法進行假說驗證。
研究結果發現:(一)直屬主管的管理才能的表現越好,其部屬對於績效評估制度的滿意度也會越高,且這樣的關係越高階越明顯;(二)轉換型與交易型的領導型態,對於主管管理才能表現與績效評估制度滿意度間之關係沒有影響;(三)360度的績效評估制度下,員工對於績效評估制度的滿意度較高;且當績效評估制度中的評分來源越多,員工對績效評估制度的滿意度也會越高。期能對實務界提供一些在績效評估方面的方向與建議。
The function and importance of appraisal system have already been emphasized in human management area. Whether the result of appraisal is to be applied to the “evaluation” or ”development” of human resources is long been disputed. In nowadays, it is unable to use a simple way to measure the staff’s performance. The traditional appraisal system has not been able to meet enterprises’ need. Domestic enterprises that paid more attention on the human resources were introduced more advanced human resources system and appraisal system from foreign countries. Among them, there is a new method entitled ”360-degree feedback” which is quite different from the traditional ways.
The concept of competencies was first proposed by McClelland, a professor of Harvard University in 1973. It not only refers to the knowledge and skill, but also combines the peculiarities of employee whose performance is mesured. It can be evaluated by certain standard and be strengthened via training. The past study also found that the manager’s behavior is the key point to enhance the performance of organization and staff.
The purpose of this study is to find the relationships between the performance of supervisors’ competency and the subordinates’ satisfaction of appraisal system. And then, by using leadership style and the type of appraisal system to be the interfering factors, we compared the influence of the interfering factors. Data were collected for this study using questionnaires.The hypothesis was tested by the method of correlation analysis, multidimensional regression and one way ANCOVA.
The research found:(1)The supervisors’ competency does well, the satisfaction of appraisal system is higher, and such the relation are more obvious to high levels.(2)It is no difference from transformational leadership to transactional leadership on the performance of supervisors’ competency and the satisfaction of appraisal system.(3)The staffs are more satisfied on 360-degree feedback appraisal system. When there are more sources in the appraisal system, the staffs’ satisfaction are higher. Wish the findings can offer some directions and suggestions to the enterprises.
中文摘要 Ⅱ
英文摘要 Ⅲ
目 錄 Ⅴ
表 目 錄 Ⅶ
圖 目 錄 Ⅸ

第一章 緒論 1
第一節 研究動機與背景 1
第二節 研究目的與問題 3
第二章 文獻探討 4
第一節 績效評估制度 4
第二節 管理才能 14
第三節 領導型態 22
第四節 各變數間關係之研究 26
第三章 研究方法 30
第一節 研究架構 30
第二節 研究假說 30
第三節 問卷設計與前測 32
第四節 樣本資料收集 34
第五節 資料分析方法 35
第六節 研究限制 37
第四章 實証結果 38
第一節 樣本結構 38
第二節 信度與效度 41
第三節 管理才能表現與績效評估制度滿意度 43
第四節 領導型態的干擾效果 50
第五節 績效評估制度類型的干擾效果 55
第五章 結論與建議 61
第一節 研究發現 61
第二節 管理意涵 64
第三節 後續研究建議 65

參考文獻 66
附錄:問卷 74
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