臺灣博碩士論文加值系統

在日益競爭的社會裡，組織必須維持競爭力以回應外在環境的劇烈變動。而組織要維持競爭力，必須仰賴組織中員工不斷提升績效來維持。因此許多的組織應用了績效評核來維持員工與組織的競爭力。在績效評核中有一個很重要的環節為“持續改進”，而績效面談即為持續改進的實際作為。因此績效面談為持續改進員工績效的重要過程。但，並非每一次的績效面談都能有效持續改進員工績效？過去的研究指出在績效面談的過程中，若主管與員工對於績效面談的看法不一致時，會影響員工績效面談後的回饋反應。而這些回饋反應包含了員工對主管的滿意度或是對工作的滿意度。而員工的工作滿意度也是影響其工作績效的重要因素。
過去的研究指出，個人與環境的因素都可能是影響員工對於績效面談後回饋反應的重要因素。其中，主管與員工的價值觀一致性與員工的核心自我評價及預期內疚情緒便有可能是其影響因素。因此本研究有兩個主要的研究目的：1. 將以核心自我評量為干擾變項，探討績效面談發言一致性與工作滿足感之關係；2. 將以預期內疚為干擾變項，探討其對核心自我評價與工作滿足感之關係。
本研究問卷發放期間為民國100年12月至101年2月間，採取立意抽樣，發放公司涵蓋總計發出55家公司共300份問卷。剃除無效問卷，回收41家公司，88位主管，209份問卷。研究結果發現，核心自我評價會干擾績效面談發言一致性與工作滿足感之關係、核心自我評價與工作滿足感有正向關係、預期內疚對核心自我評價有正向關係。

With the business society coming, employees’ performance plays a very important role in maintaining organizations’ competency. Performance appraisal system is a common way that companies use to evaluate employees’ job performance, because performance appraisal system not only directly influences employees’ performance but also indirectly affects employees’ job satisfaction. And job satisfaction can affect employees’ job performance. How to increase employees’ job satisfaction therefore becomes an key point to firms. In the past study, there are personal and situation variable that can affect employees’ job satisfaction. Managers’ and employees’ value congruence ,employees’ core-self evaluation and anticipated guilt may be variables that can affect job satisfaction. Therefore, this study tries to serve core-self evaluation as moderating variable to explore whether manager and employees’ congruence of voice can positive affect job satisfaction and serve anticipated guilt as moderating variable to explore whether core-self evaluation can positive affect job satisfaction.
Questionnaire survey was used in this study. Amounts to the valid samples from 41 companies, altogether 209 effective questionnaire. The findings indicate that: 1. Core-self evaluation moderates the relationship between congruence of voice and job satisfaction. 2. There is positive relationship between core-self evaluation and job satisfaction. 3. There is positive relationship between anticipated guilt and job satisfaction.
Keywords: congruence of voice, core-self evaluation, anticipated guilt, job satisfactio

中文摘要I
AbstractII
目錄III
表目次V
圖目次VI
第一章 緒論1
第一節 研究背景與動機1
第二節 研究目的6
第三節 研究流程6
第四節 名詞釋義8
第二章 文獻探討9
第一節 績效面談發言一致性9
第二節 核心自我評價13
第三節 預期內疚與工作滿足感15
第四節 自我核心評價干擾績效面談發言一致性與工作滿足感的關係16
第五節 預期內疚干擾核心自我評價與工作滿足感之關係19
第三章 研究方法23
第一節 研究架構23
第二節 研究對象25
第三節 研究工具25
第四節 調查實施27
第五節 資料分析28
第四章 研究結果與討論30
第一節 樣本描述30
第二節 問卷之信度與效度34
第三節 研究變項之相關分析40
第四節 核心自我評價對「績效面談發言一致性與工作滿足感」的關係之干擾效果42
第五節 預期內疚對核心自我評價與工作滿足感之干擾效果45
第五章 結論與建議47
第一節 研究主要發現47
第二節 研究結論48
第三節 研究建議51
第四節 研究限制53
參考文獻55
附錄63
表目次
表3- 1問卷回收說明28
表4- 1員工樣本基本背景資料(N=209)32
表4- 2主管樣本基本背景資料(N=88)33
表4- 3工具性發言量表之因素分析(N=209)35
表4- 4非工具性發言量表之因素分析(N=209)36
表4- 5核心自我評價量表之因素分析(N=209)37
表4- 6預期內疚量表之因素分析(N=209)38
表4- 7工作滿足感量表之因素分析(N=209)38
表4- 8第一階段驗證性因素分析結果(N=209)39
表4- 9各量表信度分析結果(N=209)40
表4- 10研究變項之平均數、標準差及各變項關係係數(N=209)41
表4- 11核心自我評價對「工具性發言一致性與工作滿足感之間的正向關係」之干擾效果迴歸分析(N=209)43
表4- 12核心自我評價對「非工具性發言一制性與工作滿足感之間的正向關係」之干擾效果迴歸分析(N=209)44
表4- 13預期內疚對「核心自我評價與工作滿足感之間的正向關係」之干擾效果迴歸分析(N=209)46
圖目次
圖3- 1 研究架構23
圖4- 1核心自我評價對「非工具性發言一致性與工作滿足感關係」之干擾效果45
附錄
附錄A─第一階段員工問卷64
附錄B─第二階段員工問卷66
附錄C─主管問卷68

參考文獻
一、 中文部分
陳佩鈴(2009)。情緒與認知對決策歷程之影響。國立政治大學心理學研究所碩士論文，未出版，台北。
黃國隆(1982)。領導方式、工作特性、成就動機、內外控、專斷性與教師工作滿足的關係。教育心理研究， 5， 47-76。
黃國隆、黃敏萍、蔡啟通與陳惠芳(1999)。台商派駐大陸合資企業之管理人員的生活適應與該合資企業的人力資源管理。臺大管理論叢，9(2)，1-32。
羅新興、戚樹誠與黃國隆(2005)，受評者對績效評核制度的程序正義知覺之前因及其影響。管理學報， 22(3)，341-358。
二、英文部分
Aguinis, H. (2009). Performance Management Process. In D. Parker (Ed.), Performance Management (pp. 43).NJ: Pearson International Edition.
Bandura, A. (1982). Self-efficacy mechanism in human agency. American Psychologist, 37(2), 122-147.
Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ.: Prentice-Hall.
Baumgartner, H., Pieters, R., &; Bagozzi, R. P. (2008). Future-oriented emotions: Conceptualization and behavioral effects. European Journal of Social Psychology, 38(4), 685-696.
Brown, M. E., &; Treviño, L. K. (2009). Leader–follower values congruence: Are socialized charismatic leaders better able to achieve it? Journal of Applied Psychology, 94(2), 478-490.
Cawley, B. D., Keeping, L. M., &; Levy, P. E. (1998). Participation in the performance appraisal process and employee reactions: A meta-analytic review of field investigations. Journal of Applied Psychology, 83(4), 615-633.
Covington, M. V. (1984). The self-worth theory of achievement motivation: Findings and implications. Elementary School Journal, 85(1), 4-20.
Edwards, J. R., &; Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677.
Erez, A., &; Judge, T. A. (2001). Relationship of core self-evaluations to goal setting, motivation, and performance. The Journal Of Applied Psychology, 86(6), 1270-1279.
Ferris, D. L., Rosen, C. R., Johnson, R. E., Brown, D.
J., Risavy, S. D., &; Heller, D. (2011). Approach or avoidance (or both?): Integrating core self‐evaluations within an approach/avoidance framework. Personnel Psychology, 64(1), 137-161.
Fiske, A. P. (2002). Socio-moral emotions motivate action to sustain relationships. Self and Identity, 1(2), 169-175.
Folger, R. (1977). Distributive and procedural justice: Combined impact of voice and improvement on experienced inequity. Journal Of Personality And Social Psychology, 35(2), 108-119.
Folger, R., &; Konovsky, M. A. (1989). Effects of procedural and disteributive justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115-130.
Grant, A. M., &; Wrzesniewski, A. (2010). I won't let you down…or will I? Core self-evaluations, other-orientation, anticipated guilt and gratitude, and job performance. Journal of Applied Psychology, 95(1), 108-121.
Harter, S. (1990). Causes, correlates, and the functional role of global self-worth: A life-span perspective. New Haven, CT: Yale University.
Hoffman, B. J., Bynum, B. H., Piccolo, R. F., &;
Sutton, A. W. (2011). Person-organization value congruence: How transformational leaders Influence work group effectiveness. Academy of Management Journal, 54(4), 779-796.
Hoffman, B. J., &; Woehr, D. J. (2006). A quantitative review of the relationship between person-organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389-399.
Houser, H. F. (1989). Self-esteem at Work: Research, theory, and practice. Personnel Psychology, 42(2), 446-449.
Ilgen, D. R., Fisher, C. D., &; Taylor, M. S. (1979). Consequences of individual feedback on behavior in organizations. Journal of Applied Psychology, 64(4), 349-371.
Judge, T. A., &; Bono, J. E. (2001). Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86(1), 80-92.
Judge, T. A., Erez, A., Bono, J. E., &; Thoresen, C. J. (2003). The core self-evaluations scale: Development of a measure. Personnel Psychology, 56(2), 303-331.
Judge, T. A., Locke, E. A., &; Durham, C. C. (1997). The dispositional causes of job satisfaction: A core evaluations approach. Research in Organizational Behavior, 19, 151-188.
Judge, T. A., Locke, E. A., Durham, C. C., &; Kluger, A. N. (1998). Dispositional effects on job and life satisfaction: the role of core evaluations. The Journal Of Applied Psychology, 83(1), 17-34.
Kamer, B., &; Annen, H. (2010). The role of core self-evaluations in predicting performance appraisal reactions. Swiss Journal of Psychology/Schweizerische Zeitschrift für Psychologie/Revue Suisse de Psychologie, 69(2), 95-104.
Kanfer, R., Sawyer, J., Earley, P. C., &; Lind, E. A. (1987). Fairness and participation in evaluation procedures:Effects on task attitudes and performance. Social Justice Research, 1(2), 235-249.
Kay, E., &; Meyer, H. H. (1965). Effects of threat in a performance appraisal interview. Journal of Applied Psychology, 49(5), 311-317.
Kinicki, A. J., Prussia, G. E., Wu, B., &; McKee-Ryan, F. M. (2004). A covariance structure analysis of employees' response to performance feedback. Journal of Applied Psychology, 89(6), 1057-1069.
Kline, R. B. (2011). Principles and practice of structural equation modeling (3rd ed.). New York: Guilford.
Korman, A. K. (1970). TOWARD AN HYPOTHESIS OF WORK BEHAVIOR. Journal of Applied Psychology, 54(1), 31-41.
Korsgaard, M. A., &; Roberson, L. (1995). Procedural justice in performance evaluation: The role of instrumental and non-instrumental voice in performance appraisal discussions. Journal of Management, 21(4), 657-669.
Lind, E. A., &; Tyler, T. R. (1988). The social psychology of procedural justice. New York: Plenum.
Lindsey, L. L. M. (2005). Anticipated guilt as behavioral motivation: An examination of appeals to help unknown others through bone marrow donation. Human Communication Research, 31(4), 453-481.
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297-1343). Chicago:Rand McNally.
Locke. Edwin, A. (1968). What is Job Satisfaction? Washington, DC.: American Psychological Association.
Loewenstein, G., &; Lerner, J. S. (2003). The role of
affect in decision making. In R. J. Davidson, K. R. Scherer &; H. H. Goldsmith (Eds.), Handbook of affective sciences. (pp. 619-642). New York: Oxford University.
Nathan, B. R., Mohrman Jr, A. M., &; Milliman, J. (1991). Interpersonal relations as a context for the effects of appraisal interviews on performance and satisfaction: A longitudinal study. Academy of Management Journal, 34(2), 352-369.
Nemeroff, W. F., &; Wexley, K. N. (1979). An exploration of the relationships between performance feedback interview characteristics and interview outcomes as perceived by managers and subordinates. Journal of Occupational Psychology, 52(1), 25-34.
Paese, P. W., Lind, E. A., &; Kanfer, R. (1988). Procedural fairness and work group responses to performance evaluation systems. Social Justice Research, 2(3), 193-205.
Podsakoff, P. M., &; Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531.
Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs, 80(1), 1-28.
Smither, J. W., London, M., &; Reilly, R. R. (2005).
Dose performance improve following multisource feedback? A theoretical model, meta-analysis, and review of emprical findings. Personnel Psychology, 58(1), 33-66.
van den Bos, K., Brockner, J., Stein, J. H., Steiner, D. D., Van Yperen, N. W., &; Dekker, D. M. (2010). The psychology of voice and performance capabilities in masculine and feminine cultures and contexts. Journal Of Personality And Social Psychology, 99(4), 638-648.
van den Bos, K., Vermunt, R., &; Wilke, H. A. M. (1996). The consistency rule and the voice effect: the influence of expectations on procedural fairness judgements and performance. European Journal of Social Psychology, 26(3), 411-428.
Vermunt, R., van Knippenberg, D., van Knippenberg, B., &; Blaauw, E. (2001). Self-esteem and outcome fairness: Differential importance of procedural and outcome considerations. Journal of Applied Psychology, 86(4), 621-628.