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研究生:黃郁雯
研究生(外文):Huang Yu Wen
論文名稱:員工回饋尋求行為與工作績效關係之探究─以目標承諾、目標明確為中介變項
論文名稱(外文):Exploring the Relationship of Employees' Feedback Seeking Behavior and Performance: Goal Commitment and Goal Clarity as Mediating Variables
指導教授:黃佳純黃佳純引用關係王湧泉王湧泉引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:104
中文關鍵詞:回饋尋求行為目標承諾目標明確工作績效
外文關鍵詞:feedback seeking behaviorgoal commitmentgoal clarityperformance
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就績效管理的觀點而言,回饋是績效管理過程當中不可或缺的一環,回饋可以協助員工改善工作績效及設定目標。傳統的回饋過程主張,個人得到回饋之方式係被動的透過主管或他人給予,然而近幾年來學者認為回饋對於個人而言係具有資訊價值之資源,因此個人會展現主動回饋尋求行為(proactive feedback seeking behavior)以獲取對自身有幫助之資訊,而此種主動性行為對於工作績效影響的重要性亦逐漸受到重視,此外回饋要能夠有效影響工作績效仍需藉由目標設定才能產生效用。是故,本研究乃針對員工回饋尋求行為、目標承諾、目標明確與工作績效間之關係進行探討,並檢驗回饋尋求行為是否會透過目標承諾與目標明確之中介作用影響工作績效。
本研究以組織內之主管與員工為研究對象,採取主管─員工配對的方式進行,透過問卷調查法來收集本研究資料,共回收264組有效樣本,實證結果如下:
1.員工回饋尋求行為對於目標承諾有顯著的正向影響。
2.員工回饋尋求行為對於目標明確有顯著的正向影響。
3.目標承諾對於工作績效有顯著的正向影響。
4.目標承諾在員工回饋尋求行為與工作績效間之關係具有中介效果。
According to the perspective of managing performance, feedback plays a crucial role in the process of performance management. Feedback can not only help employees improve their performances but setting their performance goals. Traditional feedback processes suggest that people receive feedbacks passively from their supervisors or others. However, recent scholars advocate that feedback is individual resource with information value and people will demonstrate proactive feedback seeking behavior in order to get helpful information. The importance of this type of proactive behavior and its influence on employee performance is gaining more attention. In addition, feedback will succeed to influence work performance by means of goal setting. Given that situation, this study explores the relationship among employees’ feedback seeking, goal commitment, goal clarity, and performance. In the mean time, the study examines mediating effects of goal commitment and goal clarity on the relationship of feedback seeking behavior and performance.

The present research is based on questionnaire survey and the investigated samples are dyad relations (e.g., supervisor and employee). Two hundred and sixty four pairs of effective questionnaires were received via surveys. The empirical results of this study are:
1.Employees’ feedback seeking behavior has a significant positive effect on goal commitment.
2.Employees’ feedback seeking behavior has a significant positive effect on goal clarity.
3.Goal commitment has a significant positive effect on performance.
4.Goal commitment has a mediating effect on the relationship of employees’ feedback seeking behavior and performance.
中文摘要 I
Abstract II
目錄 III
表目錄 VI
圖目錄 VII
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第貳章 文獻探討 7
第一節 回饋尋求行為 7
一、回饋尋求行為起源 7
二、回饋尋求行為意涵 9
三、回饋尋求行為之相關研究 14
第二節 目標承諾與目標明確 17
一、目標設定理論起源與演進 17
二、目標承諾 19
三、目標明確 23
第三節 工作績效 26
一、工作績效定義 26
二、工作績效衡量範疇的演進 27
三、影響工作績效的因素 31
四、任務績效之相關研究 33
第四節 各研究變項關係之推論 35
一、回饋尋求行為對於工作績效之影響 35
二、回饋尋求行為、目標承諾、工作績效之關係 35
三、回饋尋求行為、目標明確、工作績效之關係 37
第參章 研究方法 39
第一節 研究架構 39
第二節 研究假設 40
第三節 研究變項之操作性定義與衡量工具 41
一、回饋尋求行為 41
二、目標承諾 42
三、目標明確 42
四、工作績效 43
五、個人變項 44
第四節 研究對象選擇與資料收集過程 45
一、研究對象與問卷發放方式 45
二、問卷之回收情形統計 46
第五節 資料分析方法 47
一、描述性統計分析 47
二、信度分析 47
三、驗證性因素分析 47
四、相關分析 47
五、結構方程模式分析 48
第肆章 實證分析 50
第一節 樣本描述性統計分析 50
第二節 量表之信、效度分析 54
一、回饋尋求行為量表 54
二、目標承諾量表 55
三、目標明確量表 56
四、工作績效量表 57
五、測量模式 58
第三節 相關分析 60
第四節 結構方程模式 61
ㄧ、巢狀模式分析 61
二、結構方程模式之評估 63
第五節 研究假設檢定結果 67
第伍章 結論與建議 70
第一節 研究結論 70
一、回饋尋求行為與工作績效之關係 70
二、回饋尋求行為與目標承諾之關係 71
三、回饋尋求行為與目標明確之關係 72
四、目標承諾與工作績效之關係 72
五、目標明確與工作績效之關係 72
六、回饋尋求行為、目標承諾、目標明確與工作績效之關係 73
第二節 研究意涵與建議 74
一、學術意涵 74
二、實務建議 74
第三節 研究限制與後續研究建議 77
ㄧ、研究限制 77
二、後續研究建議 78
參考文獻 79
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英文文獻 81
附錄 793
附錄一 主管問卷 93
附錄二 員工問卷 94
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