臺灣博碩士論文加值系統

過去研究中大多探討印象管理中以主管為中心之戰術對績效評估的影響，並加入干擾來探討對績效評估的影響程度，但似乎較少研究將印象管理戰術所有情境一併納入做研究。本研究旨探討印象管理戰術對績效評估的影響，與領導者與部屬交換關係會有何影響。 研究採實驗設計法，以立意抽樣的方式發放問卷，共回收104份有效問卷，問卷回收後，以統計軟體進行描述性統計分析、驗證性因素分析及變異數分析來檢驗研究假說。研究證實: (1)印象管理戰術與績效評估有顯著影響; (2) 領導者部屬交換關係對印象管理戰術與績效評估之關係有干擾效果。 最後根據上述結果進行討論，提出管理意涵與未來研究供實務界與學術界參考。

Past studies explored the effect between Supervisor-focused influence on impression management tactics and performance appraisal, and tried to add moderates to know the effect on performance appraisal. However, there were few studies to investigate the various aspects of impression management tactics. So this study aims to explore the relationship between impression management and performance appraisal, and to understand the impact on leader-member exchange. This study was conducted with quasi-experimental design. The questionnaires were distributed by purposive sampling, and recovered 104 valid questionnaires. After questionnaire recovery, the way in which the class was analyzed to validate the hypothesis, by descriptive statistical analysis and confirmatory factor analysis, and variance analysis was carried out with statistical software. The main findings show that: (1) impression management tactics has a positive effect on performance appraisal. (2) leader-member exchange may have moderated effect on n impression management tactics and performance appraisal.
In sum, this study provided implications for practice
and further research suggestions.

目錄
中文摘要 I
Abstract II
謝誌 III
目錄 IV
表目次 VI
圖目次 VII
第一章緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 3
第四節 名詞釋義 5
第二章 文獻探討 6
第一節 印象管理戰術與績效評估相關研究 6
第二節 領導者與部屬交換關係的調節效果 12
第三章 研究方法 16
第一節 研究架構與假設 16
第二節 研究對象 17
第三節 研究工具 17
第四節 調查實施 19
第五節 資料分析 21
第四章 研究結果與討論 22
第一節 樣本描述 22
第二節 整體模式適配度 24
第三節 領導者與部屬交換關係之干擾效果 26
第五章 結論與建議 30
第一節 研究發現 30
第二節 研究結論 30
第三節 研究建議 32
第四節 研究限制 34
參考文獻 35
附錄一：施測問卷--圈內人 43
附錄二：施測問卷--圈外人 47
附錄三：影片劇本 51

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