影響銀行主管管理職能評鑑認知因素的探索研究__臺灣人文及社會科學引文索引資料庫

:::

詳目顯示

第 1 筆 / 總合 1 筆

/1頁

來源文獻資料
摘要
外文摘要
引文資料

題名：	影響銀行主管管理職能評鑑認知因素的探索研究
書刊名：	中山管理評論
作者：	林文政／鄧國宏／劉麗華
作者(外文)：	Lin, Wen-jeng／Teng, Kuo-hung／Liu, Li-hwa
出版日期：	2006
卷期：	14:3
頁次：	頁713-750
主題關鍵詞：	職能；管理職能；職能評鑑；360度回饋；銀行；Competency；Managerial competency；Competency assessment；360-degree feedback；Banking
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(6) 博士論文(2) 專書(0) 專書論文(0) 排除自我引用:6 共同引用:0 點閱:32

本研究是由兩項單獨但具連續性的研究所組成，研究一為主管管理職能評鑑量表的建立，研究二為檢測受評者對職能評鑑的態度。研究一是針對一家銀行建立主管管理職能評鑑量表，有效回收問卷共685份，量表中建構出五個職能群組:領導群組、人際群組、專業群組、認知群組、以及規劃群組，八十一個職能題項，量表信、效度檢測結果顯示各分量表內部一致性係數(信度)介於.95-.96之間，而效度係數則介於.41-.51之間。研究二是依據研究一所發展的主管管理職能評鑑量表，針對該銀行的科長級以上主管進行三百六十度管理職能評鑑，經實際評鑑並給予回饋後，進行受評者態度的施測與檢驗。研究二的對象包含102組樣本共計510人(102組x5人)參與。研究結果顯示，評鑑者的評鑑能力與受評者自我肯定，是影響受評者接受職能評鑑結果與評鑑制度最重要的因素。整體而言，當受評者愈相信評鑑他的主管與部屬有評鑑的相關知識與能力，以及愈高度的自我肯定時，受評者對職能評鑑的結果與職能評鑑制度愈有正面的態度。然而，自他評的差異對受評者的態度沒有影響。銀行主管管理職能評鑑對研究與實務的意函將一併討論。

以文找文

This study is composed of two separate but consecutive studies. Study I established managerial competency assessment inventory; and study II investigated ratees' attitude toward the managerial competency assessment. In study I, a competency assessment inventory was established in a sample of 685 managers and employees. The results suggest a banking managerial competency model with five groups: leadership, human relations, expertise, cognition, and planning. The 81-item Banking Managerial Competency Inventory displayed Cronbach alpha coefficients ranging from .95 to .96 and validity coefficients ranging from 41 to .51. Study II examined the factors affecting ratees' perception on the implementation of 360-degree managerial competency assessment that was based on the results of Study I. Five hundred and ten participants (102 sets X 5 ratees) involved in a 360-degree competency assessment and feedback program. One hundred and two managers assessed their own managerial competencies and were also assessed by two subordinates, one peer, and one boss. The results indicated that raters' assessment ability and ratees' self-esteem had significant effects on ratees' acceptance of 360-degree competency assessment outcomes and system itself. In general, the higher assessment ability the raters have, and the higher self-esteem ratees are; the more acceptances of 360-degree competency assessment outcomes and system ratees do. However, self-other assessment agreement had no effect on ratees' attitude toward the implementation of 360-degree managerial competency assessment. Implications for research and practice banking managerial competency assessment are discussed.

以文找文

期刊論文
1.	Landy, F. R.、Farr, J. L.(1980)。Performance Rating。Psychological Bulletin，87(1)，72-107。
2.	Meyer, H. H.、Kay, E.、French, J. R. P. , Jr.(196501-)。Split Roles in Performance Appraisal。Harvard Business Review，44(3)，123-129。
3.	Kochanski, J. T.(1997)。Competency-based management。Training & Development，51(10)，41-44。
4.	Atwater, L.、Waldman, D.(1998)。360 degree feedback and leadership development。Leadership Quarterly，9(4)，423-427。
5.	Yeung, Arthur K.(1996)。Competencies for HR professionals: An interview with Richard E. Boyatzis。Human Resource Management，35(1)，119-131。
6.	Dalton, Maxine(1997)。Are competency models a waste?。Training and Development，51(10)，46-49。
7.	Seers, A.(1989)。Team-member exchange quality: A new construct for role-making research。Organizational Behavior and Human Decision Processes，43(1)，118-135。
8.	Campion, Michael A.、Medsker, Gina J.、Higgs, A. Catherine(19931200)。Relations between work group Characteristics and Effectiveness: Implications for Designing Effective Work Groups。Personnel Psychology，46(4)，823-850。
9.	London, M.、Beatty, R.(1993)。360-degree Feedback as a Competitive Advantage。Human Resource Management，32(2/3)，353-372。
10.	Tornow, W. W.(1993)。Editor's Note: Introduction to Special Issue on 360-Degree Feedback。Human Resource Management，32(2/3)，211-219。
11.	Funderburg, Shelly Albright、Levy, Paul E.(1997)。The influence of individual and contextual variables on 360-degree feedback examining self, manager, peer and consultant ratings。Group & Organization Management，22(2)，210-235。
12.	Cederblom, D.、Lounsbury, J. W.(1980)。An investigation of user acceptance of peer evaluations。Personnel Psychology，35(3)，567-579。
13.	Greenberg, J.(1986)。Determinants of Perceived Fairness of Performance Evaluations。Journal of Applied Psychology，71(2)，340-342。
14.	Hazucha, J. F.、Hezlett, S. A.、Schneider, R. J.(1993)。The Impact of 360-degree Feedback on Management Skills Development。Human Resource Management，32(2/3)，325-351。
15.	Kane, J. S.、Lawler, E. E.(1978)。Methods of Peer Assessment。Psychological Bulletin，85(4)，555-586。
16.	Fox, S.、Dinur, Y.(1988)。Validity of self-assessment: A field evaluation。Personnel Psychology，41，581-592。
17.	Bernardin, H. J.(1986)。Subordinate Appraisal: A Valuable Source of Information about Managers。Human Resource Management，25(3)，421-439。
18.	Klimoski, R. J.、London, M.(1974)。Role of the rater in performance appraisal。Journal of Applied Psychology，59，445-451。
19.	Campbell, J. D.(1990)。Self esteem and clarity of the self-concept。Journal of Personality and Social Psychology，59(3)，538-549。
20.	Bernardin, J. H.、Dahmus, S. A.、Redmon, G.(1993)。Attitudes of first-line supervisors toward subordinate appraisals。Human Resource Management，32(2/3)，315-324。
21.	Borman, W. C.(1974)。The Rating of Individuals in Organizations: An Alternate Approach。Organizational Behavior and Human Performance，12(1)，105-124。
22.	London, M.、Smither, J. W.(1995)。Can multi-source feedback change perceptions of goal accomplishment, self evaluations, and performance related outcomes? Theory based applications and directions for research。Personnel Psychology，48(4)，803-839。
23.	Liden, Robert C.、Graen, George B.(1980)。Generalizability of the Vertical Dyad Linkage Model of Leadership。Academy of Management Journal，23(3)，451-465。
24.	Raelin, Joseph A.、Cooledge, A. Sims(1995)。From Generic to Organic Competencies。Human Resource Planning，18(3)，24-33。
25.	Scandura, T. A.、Graen, G. B.(1984)。Moderating effects of initial leader-member exchange status on the effects of a leadership intervention。Journal of Applied Psychology，69(3)，428-436。
26.	Ashford, S. J.(1986)。Feedback-seeking in individual adaptation: A resource perspective。Academy of Management Journal，29(3)，465-487。
27.	McClelland, David C.(1973)。Testing for competence rather than for "intelligence"。American Psychologist，28(1)，1-14。
28.	Moorman, Robert H.(1991)。Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?。Journal of Applied Psychology，76(6)，845-855。
29.	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。
30.	McLagan, P. A.(1997)。Competencies: the next generation。Training and Development Journal，51(5)，40-48。
31.	Seers, A.、Petty, M. M.、Cashman, J. F.(1995)。Team-member exchange under team and traditional management a naturally occurring quasi-experiment。Group & Organization Management，20(1)，18-38。
32.	Kochanski, J. T.、Ruse, D. H.(1996)。Designing a Competency-Based Human Resources Organization。Human Resource Management，35(1)，19-33。
33.	Bannister, B. D.(1986)。Performance Outcome Feedback and Attributional Feedback: Interactive Effects on Recipient Responses。Journal of Applied Psychology，71(2)，203-210。
34.	Becker, T. E.、Klimoski, R. J.(1989)。A Field Study of the Relationship between the Organizational Feedback Environment and Performance。Personnel Psychology，42(2)，343-358。
35.	Burke, R. J.、Wilcox, D. S.(1978)。Characteristic of Effective Employee Performance Review and Development Interview: Replication and Extension。Personnel Psychology，31(4)，903-919。
36.	Dipboye, R. L.、Pointbriand, R.(1981)。Correlates of Employee Reactions to Performance Appraisal and Appraisal System。Journal of Applied Psychology，66(2)，248-251。
37.	Dorfman, P. W.、Stephan, W. G.、Loveland, J.(1986)。Performance Appraisal Behaviors: Supervisor Perceptions and Subordinate Reactions。Personnel Psychology，39，579-597。
38.	Facteau, C. L.、Facteau, J. D.、Schoel, L. C.、Russell, J. A.、Poteet, M. L.(1998)。Reactions of Leaders to 360-degree Feedback from Subordinates and Peers。The Leadership Quarterly，9(4)，427-448。
39.	Furnham, A.、Stringfield, P.(1998)。Congruence in Job-performance Ratings: A Study of 360 Degree Feedback Examining Self, Manager, Peers, and Consultant Ratings。Human Relations，51(4)，517-530。
40.	Graen, G. B.、Novak, M. A.、Sommerkamp, P.(1982)。The Effects of Leader-memtber Exchange and Job Design on Production and Satisfaction: Testing a Dual Attachment Model。Organizational Behavior and Human Performance，30(1)，109-131。
41.	Halperin, K.、Snyder, C. R.、Shenkel, R. J.、Houston, B. K.(1976)。Effects of Source Status and Message Favorability on Acceptance of Personality Feedback。Journal of Applied Psychology，61(1)，142-147。
42.	Harris, M. M.、Schaubroeck, J.(1988)。A Meta-analysis of Self-supervisor, Self-peer, and pPeer-supervisor Ratings。Personnel Psychology，41(1)，43-62。
43.	Jones, E. E.、Nisbett, R. E.(1971)。Performance Appraisal--A New Look。Personnel Psychology，24(1)，16-18。
44.	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。
45.	McGregor, D.(1957)。An Uneasy Look at Performance Appraisal。Harvard Business Review，35，89-94。
46.	Nathan, B. R.、Mohrman, A. M.、Milliman, J.(1991)。Interpersonal Relations as a Context for the Effects of Appraisal Interviews: On Performance and Satisfaction: A Longitudinal Study。The Academy of Management Journal，34(2)，352-369。
47.	O'Neal, M. A.(1985)。Managerial Skills and Values: For Today and Tomorrow。Personnel，62(7)，49-55。
48.	Perace, T. L.、Porter, L. W.(1986)。Employee Responses to Formal Performance Appraisal Feedback。Journal of Applied Psychology，71(2)，211-218。
49.	Roadman, H. E.(1964)。An Industrial Use of Peer Ratings。Journal of Applied Psychology，48，211-214。
50.	Sashkin, M.(1981)。Appraising Performance: Ten Lessons from Research to Practice。Organizatioal Dynamics，9，37-50。
51.	Shrauger, S. L.、Osberg, T. M.(1981)。The Relative Accuracy of Self-prediction and Judgments by Others in Psychological Assessment。Psychological Bulletin，90(3)，322-351。
52.	Smither, J. W.、London, M.、Vasilopoulos, N. L.、Reilly, R. R.、Millsap, R. E.、Roger, E.、Salvimini, N.(1995)。An Examination of the Effect of an Upward Feedback Program。Personnel Psychology，48(1)，1-34。
53.	Thornton, G. C. I.(1980)。Psychometric Properties of Self-appraisals of Job Performance。Personnel Psychology，33(2)，262-271。
54.	Waldman, D. A.、Bowen, D. E.(1998)。The Acceptability of 360-degree Appraisal: A Customer-supplier Relationship Perspective。Human Resource Management，37(2)，117-129。
55.	Wells, S.(1999)。A New Road: Traveling beyond 360-degree Evaluation。HR Magazine，44(9)，82-91。
56.	Williams, J. R.、Lueke, S. B.(1999)。360-degree feedback System Effectiveness: Test of a Model in a Field Setting。Journal of Quality Management，4(1)，23-49。
57.	Yammarino, F.、Atwater, L. E.(1997)。Do Managers See Themselves as Others See Them? Implications of Self-other Rating an Agreement for Human Resource Management。Organizational Dynamics，25(4)，35-44。

會議論文
1.	DeGregorio, M. B.(1991)。An Investigation of the Influence of Self-other Feedback Congruence on Feedback Acceptance。0。
2.	Orasanu, J.(1990)。Shared Mental Models and Crew Performance。0。
3.	Yukl, G. A.(1987)。A New Taxonomy for Integrating Diverse Perspectives on Managerial Behavior。0。

研究報告
1.	張裕隆(1998)。我國「管理職能評鑑工具」發展及信校度分析研究。0。延伸查詢

學位論文
1.	王淑貞(1999)。新進人員角色期望對其工作行為之影響--並檢驗「與主管關係」及「與同事關係」之干擾效果(碩士論文)。國立中央大學。延伸查詢
2.	袁國森(1997)。績效評估中程序公平及分配公平認知對員工對工作績效評估態度之影響：以中華電信某公司為例，0。延伸查詢
3.	黃煒(1999)。管理職能發展方案系統性評估之實驗研究－以神經語言程式學為例，0。延伸查詢

圖書
1.	Manz, C. C.、Sims, H. P.(1993)。Business without bosses。New York：John Wiley。
2.	Hamel, G.、Heene, A.(1994)。Competence-based Completion。New York, NY：John Wiley and Sons。
3.	Larson, C. E.、LaFasto, F. M. J.(1989)。Teamwork: What Must Go Right, What Can Go Wrong?。SAGE Publications。
4.	Sevy, B. A.、Olson, R. D.、McGuire, D. P.、Fraser, M. E.、Paajanen, G.(1985)。Management skills profile research report and technical manual。Minneapolis, MN：Personnel Decision。
5.	Bernardin, H. J.、Beatty, R. W.(1984)。Performance Appraisal: Assessing Human Behavior at work。Boston, Massachusetts：Kent Publishing Company。
6.	Boyatzis, R. E.(1982)。The Competence Manager: A Model for Effective Performance。New York：John Wiley & Sons Inc.。
7.	Moulton, H. W.、Fickel, A. A.(1993)。Executive development: preparing for the 21st century。New York：Oxford University Press。
8.	Carey, L.、Dick, W.(1990)。The Systematic Design of Instruction。Illinois：Scott, Foresman。
9.	Parker, G. M.(1990)。Team players and teamwork: The new competitive business Strategy。San Francisco, California：Jossey-Bass。
10.	Quinn, Robert E.、Faerman, Sue R.、Thompson, Michael P.、McGrath, Michael R.(1990)。Becoming a master manager: A competency framework。New York：John Wiley & Sons。
11.	Spencer, L. M. Jr.、Spencer, S. M.(1993)。Competence at work: Model for superior performance。New York：John Wiley & Sons, Inc.。
12.	Noe, R. A.(1998)。Employee training & development。New York：McGraw-Hill。
13.	(1996)。People and Competencies。People and Competencies。New York, NY。
14.	Oser, R. L.、McCallum, G. A.、Salas, E.、Morgan, B. B., Jr.(1992)。Toward A Definition of Teamwork: Behavioral Elements of Successful Teams。Toward A Definition of Teamwork: Behavioral Elements of Successful Teams。Orlando, FL。
15.	Cannon-Bowers, J. A.、Tannenbaum, S. I.、Salas, E.、Volpe, C. E.(1995)。Team Effectiveness and Decision Making in Organization。Team Effectiveness and Decision Making in Organization。0。
16.	Carr, C.(1992)。Teampower: Lessons from America's Top Companies on Putting Teampower to Work。Teampower: Lessons from America's Top Companies on Putting Teampower to Work。Englewood Cliffs, NJ。
17.	Cascio, W. F.(1995)。Managing Human Resource。Managing Human Resource。New York, NY。
18.	Davis, B. L.、Skube, C. J.、Hellervik, L. W.、Gebelein, S. H.、Sheard, J. L.(1992)。Successful Manager's Handbook: Development Suggestions for Today's Managers。Successful Manager's Handbook: Development Suggestions for Today's Managers。0。
19.	Ends, E.、Page, C.(1977)。Organization Team Building。Organization Team Building。Cambridge, MA。
20.	Gross, S. E.(1995)。Compensation for Team。Compensation for Team。New York, NY。
21.	Katzenbach, J. R.、Smith, D. K.(1993)。The Wisdom of Team: Creating the High-performance Organization。The Wisdom of Team: Creating the High-performance Organization。New York, NY。
22.	Landy, F.、Zedeck, S.、Cleveland, J.(1983)。Performance Measurement and Theory。Performance Measurement and Theory。Hillsdale, NJ。
23.	Milkovich, T. G.、Newman, M. J.(2001)。Compensation。Compensation。New York, NY。
24.	Reynold, A.(1993)。The Trainer's Dictionary: HRD Terms, Abbreviations, Acronyms。The Trainer's Dictionary: HRD Terms, Abbreviations, Acronyms。0。
25.	Van Velsor, E.、Leslie, J. B.(1991)。Feedback to Managers 1991,Reports #149R & #150R。Feedback to Managers 1991,Reports #149R & #150R。Greensboro, NC。
26.	Wexley, K. N.(1979)。Roles of Performance Appraisal in Organization。Organizational Behavior。Columbus, OH。

圖書論文
1.	Graen, G. B.、Cashman, J. F.(1975)。A Role-Making Model of Leadership in Formal Organizations: A Developmental Approach。Leadership Frontiers。Kent State University Press。
2.	Hellervik, L. W.、Hazucha, J. F.、Schneider, R. J.(1992)。Behavior Change: Models, Methods, and a Review of the Evidence。Handbook of Industrial and Organizational Psychology。Palo Alto, CA：Consulting Psychologists。

推文
推薦
引用網址
引用嵌入語法
轉寄

top

:::

相關期刊
相關論文
相關專書
相關著作
熱門點閱

1.	職場能力之探討研究：以金融壽險從業人員為例
2.	以領導生命週期理論建構科技業人力資源管理職能之權重
3.	物業管理公司現場主管管理職能量表之建立
4.	不同主觀性績效回饋與績效改善的實地實證研究：客觀性績效衡量的中介角色
5.	主管管理職能提升：自我導向學習與知覺組織支持的交互效果
6.	科技組織人力資源核心競爭力之模糊評判

1.	探討模擬學習對發展組織菁英主管之影響－以建構整合評鑑機制的職能落實觀點
2.	台灣地區高級職業學校卓越校長領導職能模式之建構與預測效度驗證
3.	台灣地區國民小學人事人員職能模型之研究

無相關書籍

無相關著作

無相關點閱

QR Code

臺灣人文及社會科學引文索引資料庫系統

詳目顯示

臺灣人文及社會科學引文索引資料庫