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題名：受評者對績效評核的程序正義知覺之前因及其影響
書刊名：管理學報
作者：羅新興 引用關係／戚樹誠 引用關係／黃國隆
作者(外文)：Lo, Hsin-hsin／Chi, Shu-cheng／Huang, Kuo-long
出版日期：2005
卷期：22:3
頁次：頁341-358
主題關鍵詞：程序正義；績效準則；政治行為；組織承諾；主管信任；Procedural justice；Performance criteria；Political behavior；Organizational commitment；Supervisory trust
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(4) 博士論文(6) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:4
  • 共同引用共同引用:101
  • 點閱點閱:40
本研究以企業員工的績效評核爲研究系絡，探討受評者對績效評核的程序正義知覺之前因及其影響。問卷調查了30家台灣企業的員工，回收324份有效問卷，資料分析結果獲得以下研究發現：1.受評者知覺到績效評核準則的有效性愈高，則他愈知覺到績效評核的過程具有形式正義與互動正義。2.受評者知覺到主管在績效評核過程愈表現政治行為，則他愈不會知覺到績效評核的過程具有形式正義與互動正義；但是受評者知覺同事在績效評核過程表現政治行為，與形式正義知覺及互動正義知覺無關。3.受評者知覺到績效評核的過程愈具有互動正義，則他的組織承諾與主管信任均愈高；而受評者對績效評核的形式正義知覺與組織承諾及主管信任均無顯著關聯性。本研究並針對研究發現在理論發展與管理者實務意涵進行討論。
Employees' performance appraisal entails two functions-organizational management and personnel development. For organizations, the results of performance appraisal can be a decisive factor of giving rewards and promotions. Also, the process of evaluating performance may enhance employees' attitudes and behaviors. Nevertheless, in order to accomplish its goals, an organization need to enable its employees to perceive procedural justice in the appraisal process. Therefore the elements that influence the ratees' perceptions of procedural justice in performance appraisal and the relationships between procedural justice perceptions and employees' work attitudes and behaviors are worthy of an in-depth understanding. According to Greenberg (1990), procedural justice includes two aspects, namely formal justice and interactional justice. Similarly, Erdogan and his colleagues (2001) pointed out that the procedural justice in performance appraisal consists two components: one is system procedural justice and the other is rater procedural justice. The present study proposes that the dimensions of a performance appraisal system and how it carries out may influence the ratees' perceptions of formal justice and interactional justice in the appraisal. Likewise, these factors may also influence the ratees' trust En their superiors and their organization commitment. This study utilizes performance appraisal in organizations as our study context and examines the antecedents and the consequences of ratees' perceived procedural justice. Employees from 30 Taiwanese companies were sampled. Altogether, there were 324 effective responses. Results from data analyses showed that: (1) The more a ratee perceived the effectiveness of the criteria in performance appraisal, the more he or she perceived formal justice and interactional justice in the process. (2) The more a ratee perceived his or her supervisor showing political behaviors in the appraisal process, the less he or she perceived formal justice and interactional justice. However the perceived political behaviors of colleagues in the appraisal process did not predict perceived procedural justice. (3) The more a ratee perceived interactional justice in the appraisal, the more his or her organizational commitment and supervisory trust. However the relationships between perceived formal justice and organizational commitment and between perceived formal justice and supervisory trust were not statistically significant In the end, we discussed findings both in terms of theoretical developments and of practical managerial implications.
期刊論文
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14.Greenberg, J.(1986)。Determinants of Perceived Fairness of Performance Evaluations。Journal of Applied Psychology，71(2)，340-342。  new window
15.Niehoff, B. P.、Moorman, R. H.(1993)。Justice as a mediator of the relationship between methods of monitoring and organization citizenship behavior。Academy of Management Journal，36(3)，527-556。  new window
16.Skarlicki, Daniel P.、Folger, Robert(1997)。Retaliation in the Workplace: The Roles of Distributive, Procedural, and Interactional Justice。Journal of Applied Psychology，82(3)，434-443。  new window
17.Tang, Thomas Li-Ping、Sarsfield-Baldwin, Linda J.(1996)。Distributive and Procedural Justice as Related to Satisfaction and Commitment。SAM Advanced Management Journal，61(3)，25-31。  new window
18.諸承明(19981200)。績效評核系統內涵及其效益之研究--採「期望／實際」差距分析模式。臺大管理論叢，9(1)，113-151。new window  延伸查詢new window
19.林淑姬、樊景立、吳靜吉、司徒達賢(1994)。薪酬公平、程序公正與組織承諾、組織公民行為關係之研究。管理評論，13(2)，87-108。new window  延伸查詢new window
20.Ferris, G. R.、Judge, T. A.、Rowland, K. M.、Fitzgibbons, D. E.(1994)。Subordinate Influence and the Performance Evaluation Process: Test of a Model。Organizational Behavior and Human Decision Processes，58(1)，101-135。  new window
21.Landy, F. J.、Barnes-Farrell, J. L.、Cleveland, J. N.(1980)。Perceived Fairness and Accuracy of Performance Evaluation: A Follow-up。Journal of Applied Psychology，65(3)，355-356。  new window
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23.Konovsky, M. A.(2000)。Understanding procedural justice and its impact on business organizations。Journal of Management，26(3)，489-511。  new window
24.林鉦棽(19961100)。組織公正、信任、組織公民行為之研究：社會交換理論之觀點。管理科學學報，13(3)，391-415。  延伸查詢new window
25.Drory, A.、Romm, T.(1990)。The definition of organizational politics: A review。Human Relations，43(11)，1133-1154。  new window
26.Greenberg, Jerald(1990)。Organizational justice: Yesterday, today, and tomorrow。Journal of Management，16(2)，399-432。  new window
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31.Deluga, Ronald J.(1994)。Supervisor Trust Building, Leader-Member Exchange and Organizational Citizenship Behavior。Journal of Occupational and Organizational Psychology，67(4)，315-326。  new window
32.Konovsky, Mary A.、Pugh, S. Douglas(1994)。Citizenship behavior and social exchange。The Academy of Management Journal，37(3)，656-669。  new window
33.Sweeney, P. D.、McFarlin, D. B.(1993)。Workers' evaluations of the "ends" and the "means": An examination of four models of distributive and procedural justice。Organizational Behavior and Human Decision Processes，55(1)，23-40。  new window
34.Farh, Jiing-Lih、Earley, P. Christopher、Lin, Shu-Chi(1997)。Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society。Administrative Science Quarterly，42(3)，421-444。  new window
35.Masterson, Suzanne S.、Lewis, Kyle、Goldman, Barry M.、Taylor, M. Susan(2000)。Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships。Academy of Management Journal，43(4)，738-748。  new window
36.Ferris, G. R.、Dulebohn, J. H.(1999)。The role of influence tactics in perceptions of performance evaluations' fairness。The Academy of Management Journal，42(3)，288-303。  new window
37.Folger, R.、Konovsky, M.、Cropanzano, R.(1992)。A due process metaphor for performance appraisal。Research in Organizational Behavior，14，127-148。  new window
38.Landy, F. J.、Barnes, J. L.、Murphy, K. R.(1978)。Correlates of Perceived Fairness and Accuracy of Performance Evaluation。Journal of Applied Psychology，63(6)，751-754。  new window
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41.Greenberg, J.(1987)。Using Diaries to Promote Procedural Justice in Performance Evaluation。Social Justice Research，1，219-234。  new window
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43.Oliver, J. E.(1985)。Performance Appraisal that Fit。Personnel Journal，64，66-69。  new window
研究報告
1.戚樹誠(1999)。組織內團體認同與正義知覺的關聯性研究--探討圈內與圈外團體之差異 (計畫編號：NSC-88-2416-H-002-025)。  延伸查詢new window
學位論文
1.鐘嘉慧(1999)。組織公平與管理者信任對組織政治行為影響之研究(碩士論文)。淡江大學。  延伸查詢new window
2.陳正強(1998)。組織公正、信任對工作投入與組織公民行為影響關係之研究(碩士論文)。國防管理學院。  延伸查詢new window
圖書
1.Folger, Robert G.、Cropanzano, Russell(1998)。Organizational Justice and Human Resource Management。Sage。  new window
2.Homans, George Caspar(1961)。Social behavior: Its elementary forms。Harcourt, Brace & World, Inc.。  new window
3.Thibaut, John W.、Walker, Laurens(1975)。Procedural Justice: A Psychological Analysis。Lawrence Erlbaum Associates。  new window
4.Baron, R. A.(1993)。Criticism (Informal Negative Feedback) as a Source of Perceived Unfairness in Organization: Effect, Mechanisms, and Countermeasures。Justice in Workplace: Approaching Fairness in Human Resource Management。Hillsdale, NJ。  new window
5.Stouffer, S. A.、Suchman, E. A.、DeVinney, L. C.、Star, S. A.、Williams, R. M., Jr.(1949)。The American Soldier, Vol. 1: Adjustment during Army Life。The American Soldier, Vol. 1: Adjustment during Army Life。Princeton, NJ。  new window
圖書論文
1.Folger, R.(1987)。Reformulating the Preconditions of Resentment: A Referent Cognitions Model。Social Comparison, Social Justice, and Relative Deprivation: Theoretical, Empirical, and Policy Perspectives。Hillsdale, New Jersey：Lawrence Erlbaum Associates。  new window
2.Folger, R.(1986)。Rethinking equity theory: A referent cognition model。Justice in social relations。New York：Plenum。  new window
3.Leventhal, G. S.、Karuza, J. Jr.、Fry, W. R.(1980)。Beyond Fairness: A Theory of Allocation Preferences。Justice and Social Interaction: Experimental and Theoretical Contributions from Psychological Research。Springer-Verlag。  new window
4.Leventhal, G. S.(1976)。Fairness in social relationships。Contemporary topics in social psychology。Morristown, NJ：General Learning Press。  new window
5.Bies, R. J.、Moag, J. S.(1986)。Interactional justice: Communication criteria of fairness。Research on negotiation in organizations。JAI Press。  new window
6.Leventhal, Gerald S.(1980)。What Should Be Done with Equity Theory? New Approaches to the Study of Fairness in Social Relationships。Social Exchange: Advances in Theory and Research。Plenum Press。  new window
7.Adams, John Stacey(1965)。Inequity in social exchange。Advances in experimental social psychology。Academic Press。  new window
 
 
 
 
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