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題名：多向度之管理職能評鑑與主管級員工績效及績效改善之關係：一項結合橫貫面與縱貫面之研究
書刊名：人力資源管理學報
作者：鄭晉昌 引用關係／劉曉雯／林俊宏／陳春希 引用關係
作者(外文)：Jehng, J. Jihn-chang／Liu, Hsiao-wen／Lin, Chun-hung／Chen, Chun-hsi
出版日期：2006
卷期：6:4
頁次：頁1-21
主題關鍵詞：管理職能；360度回饋；自我覺察；Management competence；Multi-source & multi-rater feedback；Self-awareness
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(7) 博士論文(3) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:7
  • 共同引用共同引用:15
  • 點閱點閱:237
國內企業界，管理職能運用於管理發展的比例漸增。本研究採用橫貫面與縱貫面研究法，除探究多向度之管理職能評鑑與傳統績效考核關係之橫貫面研究外；在縱貫面上，藉由跨年度資料分析主管級員工績效改善的情形，並探討不同管理階層之主管，自我覺察能力是否不同。結果顯示他評之平均分數與傳統績效成正相關；並由多向度之管理職能評鑑結果之回饋，主管第二年在管理職能能力皆提升。亦發現將管理職能運用於發展之目的比運用於行政目的，更能預測主管未來的表現；第二年自評與他評結果也更趨向一致。且將自評與他評分數之差異性分為高、中、低三組，發現三組在自評改善幅度上有顯著差異。另外管理者在自我覺察能力上並不會因為管理層級而有所差異。
The concept "competence" has been increasingly adopted for management development by domestic companies. This study used a cross-sectional approach to explore relationship between the result of multi-dimensional competence evaluation and that of traditional performance appraisal. A longitudinal approach also used for analyzing improvement of work performance and the manager's self-awareness. Results demonstrated results of the composite of others' evaluation are positively related to those of traditional performance appraisal. Scores others' evaluation in the second year are universally higher than those in the first year. This indicated that the competence evaluation for the purpose of development is more advantageous for predicting work performance than that for other administrative use. The gap between self-and others-evaluation is closer in the second year. Managers are more capable of self-awareness regardless of their management levels.
期刊論文
1.Bailey, C.、Fletcher, C.(2002)。The impact of multiple source feedback on management development: Findings from a longitudinal study。Journal of Organizational Behavior，23，853-867。  new window
2.Zemke, R.、Zemke, S.(1999)。Putting Competencies to Work。Training，36(1)，70-76。  new window
3.Miborrow, G.(1988)。Crafty Management。Management Today，5，322-351。  new window
4.Smither, J. W.、London, M.、Reilly, R. R.(2005)。Does performance improve following multisource feedback? A theoretical model, meta-analysis, and review of empirical findings。Personnel Psychology，58，33-66。  new window
5.Werner, J. M.(1994)。Dimensions that make a difference: Examining the impact of in-role and extra-role behaviors on supervisory ratings。Journal of Applied Psychology，79(1)，98-107。  new window
6.張裕隆、劉岡憬(20010600)。360度回饋與傳統上司評鑑對領導效能預測力之比較。應用心理研究，10，167-197。new window  延伸查詢new window
7.Laudon, 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。Personal Psychology，48(4)，803-839。  new window
8.Atwater, L. E.、Ostroff, C.、Yammarino, F. J.、Fleenor, J. W.(1998)。Self-other agreement: Does it really matter?。Personnel Psychology，51(3)，577-598。  new window
9.Tornow, W.(1993)。Perception or reality: Is multi-perceptive measurement a means or an end?。Human Resource Management，32，221-230。  new window
10.Levenson, A. R.、Van der Stede, W. A.、Cohen, S. G.(2006)。Measuring the relationship between managerial competency and performance。Journal of Management，32(3)，360-380。  new window
學位論文
1.劉曉雯(2003)。管理職能模式及其評鑑系統之設計--以Z公司為例(碩士論文)。國立中央大學。  延伸查詢new window
圖書
1.Wood, R.、Payne, T.(1998)。Competency-based Recruitment and Selection。John Wiley & Sons, Inc.。  new window
2.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。  new window
3.林清山(1992)。心理與教育統計學。東華書局。  延伸查詢new window
4.Murphy, Kevin R.、Cleveland, Jeanette N.(1995)。Understanding Performance Appraisal: Social, Organizational, and Goal-Based Perspectives。Sage Publications。  new window
5.Spencer, L. M. Jr.、Spencer, S. M.(1993)。Competence at work: Model for superior performance。New York：John Wiley & Sons, Inc.。  new window
其他
1.林文政、楊尊恩(2003)。職能模式在企業中實施之現況調査。  延伸查詢new window
2.范傑倫(2000)。360度回饋與績效改善之縱貫件實證硏究。  延伸查詢new window
3.Atkins, P. W. B.，& Wood, R. E.(2002)。Self- versus others’ ratings as predictors of assessment center ratings: Validation evidence for 360-degree feedback programs。  new window
4.Atwater, L. E., Roush, P., & Fischthal, A.(1995)。The influence of upward feedback on self- and follower ratings of leadership。  new window
5.Atwater, L. E., & Yammarino, F. J.(1992)。Does self-other agreement on leadership perceptions moderate the validity of leadership and performance prediction?。  new window
6.Beehr, T. A., Ivantskaya, L.，Hansen, C. P., Erofeev, D., & Gudanowski, D. M.(2001)。Evaluation of 360 degree feedback ratings: Relationship with each other and with performance and selection predictors。  new window
7.Boyatzis, D.(1982)。The competency manager: A model for effective performance。  new window
8.Cardy, L. R., & Dobbins, H. G.(1986)。Affect and appraisal accuracy: Liking as an integral dimension in evaluating performance。  new window
9.Dorfman, P. W., Stephan, W. G.，& Loveland, J.(1986)。Performance appraisal behaviors: Supervisor perceptions and subordinate reactions。  new window
10.Fletcher, C.，& Baldry, C.(2000)。A study of individual differences and self-awareness in the context of multi-source feedback。  new window
11.Harris, M. M.，Smith, D. E.，& Champagne, D.(1995)。A field study of performance appraisal purpose: Research- versus administrative-based rating。  new window
12.Johnson, J., & Ferstl, K. L.(1999)。The effects of interrater and self-other agreement on performance improvement following upward feedback。  new window
13.Kenny, D. A, & DePaulo, B. M.(1993)。Do people know how others view them? An empirical and theoretical account。  new window
14.Korman, A. K.(1976)。Hypothesis of work behavior revisited and extension。  new window
15.Lawson, T. E.，& Limbrick, V.(1996)。Critical competencies and developmental experiences for top HR executives。  new window
16.Mount, M. K., Judge，T. A., Scullen, S. E.，Sytsma, M. R.，& Hezlett, S. A.(1998)。Trait, rater and level effects in 360-degree performance ratings。  new window
17.Paolillo, J. G. G.(1981)。Role profiles of manager’s at different hierarchical levels。  new window
18.Raymond, A. N.(1999)。Employee training and development，New York：McGraw-Hill。  new window
19.Smither, J. W., London, M. Vasilopoulos, N.，Reilly, R. R., Millsap, R. E.& Salvemini, N.(1995)。An examincation of the effects of an upward feedback programme over time。  new window
20.Van der Heijden, B. I. J. M.，& Nijhof, A. H. J.(2004)。The value of subjectivity: Problems and prospects for 360-degree appraisal systems。  new window
21.Warr, P., & Bourne, A.(1999)。Factors influencing two types of congruence in multirater judgements。  new window
22.Wexley, K. N.，& Baldwin, T. T.(1986)。Performance appraisal: An update。  new window
 
 
 
 
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