臺灣博碩士論文加值系統

傳統的績效評估不但不能激勵員工，且不能幫助員工發展，並且很多人都覺得績效評估是費時又費力，所以適當的修正績效評估系統對於現今的公司來說，是非常重要的。
多年來，研究者推薦一種參與式、目標導向式的績效評估以修正傳統績效評估。一個新的績效管理模式，改變了傳統的績效評估，它鼓勵員工去參與整個績效評估的發展和管理，包括了績效標準、工作目標、績效面談的過程，並且給予員工明確的績效回饋。當這種員工參與、目標設定以及回饋式的績效評估實施到評估過程後，就能夠改進傳統績效評估的缺點，並期望能夠提升員工及整個組織的生產力。員工對績效評估系統的受度，對績效評估是否有效是一個很重要的成份；如果績效評估系統為員工接受就能夠產生更有利的結果。
本研究以員工參與、目標設定、回饋式的評估(PGF)做為自變項，員工對於績效評估的接受度做為中介變項，評估面談的效率、員工對評估系統的滿意度、及員工的生產力及動機做為依變項，個人屬性做為干擾變項，來探討之間的關係。本研究以問卷調查收集實證資料，採用因素分析、層級迴歸分析進行資料分析，研究結果顯示:
1.PGF式的績效評估是有價值的。PGF式的績效評估系統能加強績效評估過程的公平性和正確性，消除評估者的偏見，且對績效標準能和主管有一致的看法，讓員工能接受績效評估系統。
2.採用PGF式的評估能讓員工參與績效評估面談，在面談中表達自己的意見，做完整的雙向溝通，且提供回饋給員工，使得面談具有效性。
3.主管給予員工回饋，並讓員工參與績效評估、設定績效目標，代表主管相信員工的能力，並且接受他們的意見。這種型態的主管風格會讓員工的生產力及工作的動機提升，並且滿意於所採用的績效評估系統。

Performance appraisal, which is a very important organizational activity in the human resource management, is designed to enhance employee effectiveness. But many experts feel that traditional appraisal fails to improve performance and may finally even backfire.
For many years, researchers have recommended a participatory, goal oriented performance appraisal system as a remedy for the deficiencies of traditional performance appraisal.
The new performance management model changes the traditional approach to performance planning by encouraging employees to participate in the appraisal process. It involves the cultivation of employee participation in all facets of appraisal system development and administration including performance standards, work goals, the interview process, the development of specific and challenging performance goals, and the provision of regular, specific performance feedback.
This study examined the relationship between PGF appraisal, employee acceptance, and appraisal outcomes. Data were collected using the questionnaire survey. This study also used five employee demographic variables as moderator variables to test the moderating effects; in addition, descriptive statistics, reliability analysis, simple correlation analysis, factor analysis, and hierarchical regression analysis were adopted in this study.
The results of this study show that the PGF appraisal demonstrates both direct and indirect influence through employee acceptance on the appraisal interview efficacy, ratee appraisal satisfaction, and employee productivity and motivation. A key finding is that PGF performance appraisal does appear to have value. It enhances important desired appraisal outcomes. Benefits accrue to mangers and employees through more favorable employee responses of greater satisfaction with the appraisal system, performance and motivation improvement, and interview efficacy. Appraisal, therefore, appears to enhance communication and feedback and helps to identify employees'' strengths and weaknesses as desired by organizations.

CONTENTS
ABSTRACT IN CHINESE.............................................................................................i
ABSTRACT IN ENGLISH...........................................................................................ii
ACKNOWLEDGEMENTS..........................................................................................iv
CONTENTS...................................................................................................................v
LIST OF TABLES.......................................................................................................vii
LIST OF FIGURE......................................................................................................viii
Chapter............................................................................................................................Page
1. INTRODUCTION..........................................................................................1
Research Background and Motivation..........................................................................1
Research Objectives.....................................................................................................3
2. LITERATURE REVIEW...............................................................................4
Performance Appraisal................................................................................................4
Definitions of Performance Appraisal......................................................................4
The Purpose of Performance Appraisal...................................................................5
The Function of Performance Appraisal..................................................................6
The Benefit of Performance Appraisal.....................................................................6
Employee Participation............................................................................................8
Definitions of participation...................................................................................8
The Benefit of Participation..................................................................................8
Related Studies of Participation............................................................................9
Goal Setting...........................................................................................................12
Definitions of Goal Setting.................................................................................12
Motivational Goal...............................................................................................13
Related Studies of Goal Setting...........................................................................13
Feedback................................................................................................................16
The definitions of Feedback................................................................................16
The Dimensions of Feedback.............................................................................16
The Source of Feedback.....................................................................................17
Related Studies of Feedback...............................................................................17
Employee Acceptance............................................................................................20
Performance Appraisal Interview Efficacy Skills...................................................22
Appraisal Interview............................................................................................22
Preparation for the Interview..............................................................................22
How to Conduct the Interview............................................................................22
Related Studies of Appraisal Interview...............................................................23
Appraisal System Satisfaction and Employee Motivation and Productivity.....................24
Moderator Variables...............................................................................................24
3. RESEARCH METHODOLOGY..................................................................25
Conceptual Framework.....................................................................................................25
Operational Definitions and Measurement Scales.............................................................26
PGF Performance Appraisal........................................................................................26
Employee Acceptance..................................................................................................27
Appraisal Outcomes....................................................................................................27
Individual Demographics-The Moderator Variables...................................................28
Research Hypotheses........................................................................................................28
Research Design...............................................................................................................29
Analysis Methods............................................................................................................30
4. DATA ANALYSIS......................................................................................33
General Analysis of Responses..............................................................................33
Reliability................................................................................................................35
Factor Analysis.......................................................................................................35
Correlation Analysis...............................................................................................36
Diagnostics for the Regression Analysis................................................................37
Results of Hierarchical Regression Analysis..........................................................38
A Summary of the Hypothesis Test.......................................................................44
5. CONCLUSIONS AND SUGGESTIONS....................................................45
Conclusions......................................................................................................................45
Research Limitations........................................................................................................47
For Future Research.........................................................................................................47
BIBIOGRAPHY.............................................................................................................49
APPENDIX.....................................................................................................................55
LIST OF TABLES
TABLES
Page
1. A Summary of Response Rates...................................................................................33
2. Respondents'' Demographic Data.................................................................................34
3. Reliability of Scale for PGF Performance, Employee
Acceptance, Appraisal Interview Efficacy, Ratee Appraisal
Satisfaction, and Employee Motivation and Productivity.................................................35
4. Validity of Scale for PGF Performance, Employee Acceptance,
Appraisal Interview Efficacy, Ratee Appraisal Satisfaction,
and Employee Motivation and Productivity......................................................................36
5. Correlations among Variables Under Study.................................................................37
6. Employee Appraisal Acceptance..................................................................................39
7. Performance Appraisal Interview Efficacy...................................................................40
8. Appraisal Satisfaction...................................................................................................42
9. Employee Productivity and Motivation.........................................................................43
10. The Summary of the Hypothesis Test.........................................................................44
LIST OF FIGURES
FIGURES
Page
1. Conceptual Framework........................................................................................25

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