臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：績效悖理之潛因探析：制度邏輯與心理帳戶觀點
書刊名：東吳政治學報
作者：胡龍騰 引用關係
作者(外文)：Hu, Lung-teng
出版日期：2016
卷期：34:1
頁次：頁209-268
主題關鍵詞：績效悖理；制度邏輯；心理帳戶；脫勾；象徵性採納；機關施政績效評核制度；團體績效評比；Performance paradox；Institutional logics；Mental accounting；Decoupling；Symbolic acceptance；Agency performance assessment system；Team-based performance evaluation system
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(2) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:2
  • 共同引用共同引用:37
  • 點閱點閱:44
我國現行之中央部會績效評核制度，推動至今已有十四年的實行經驗，但仍被平面媒體指出，各部會的關鍵績效指標高達八成的內容是「不K，不P，也不I」，未能發揮效果且有流於形式之嫌。是以，本文之主要目的，在於藉由我國中央部會於績效評核制度推動之實證經驗，試圖剖析其運作現況並回答以下的研究問題：公部門績效評核制度為何產生績效悖理現象？為何會流於形式？有無可能從學理上找到解釋原因？爰此，藉由四場焦點團體座談，包含11 個部會、22 人次之資料蒐集結果與分析，本文發現，現行機關施政績效評核制度確實已衍生出不少績效悖理現象，而這些悖理現象的集合，便是該項制度已漸流於形式。而本文從制度邏輯和心理帳戶觀點嘗試提出解釋，認為那些已對機關績效評核制度失去信服的機關與人員，會將此一制度與屬試辦階段之團體績效評比制度視為不同的制度或心理帳戶，並將二者予以脫勾處理。一方面在形式上象徵性地服從機關績效評核制度的要求，避免或降低該制度對機關的實質干預或影響，另一方面則是將機關內部的績效重點，與團體績效評比制度加以扣合，追求各單位在考績甲等比例分配上的最大利益；而這樣的策略性回應行為，不僅具備心理上的說服效果，亦具心理效益。
The Taiwan central government’s agency performance assessment system, which follows the United States’ GPRA rationale and has been carried out for more than a decade, was recently criticized by the media as ineffective as having become ritualized. More specifically, it was indicated that the assessment system has produced managerial dysfunctions and the so-called performance paradox phenomenon. With four focus-group interviews which covered participants from one-third of the ministries at the cabinet level, this study aims at exploring the root causes of the performance paradox phenomenon through theoretical angles. The findings show that the agency performance assessment system cannot fully reflect governmental employees’ daily efforts and does not offer incentive rewards, as public employees confront multiple and competing evaluation systems in the field. This situation forces employees to decouple the agency performance assessment system from the team-based performance evaluation system which is tightly associated with individual employee’s appraisal results. Decoupling the external agency performance assessment system from the internal team-based performance evaluation system could be understood as a strategic response toward the pressure derived from multiple institutional logics in a given organization. Moreover, considering these performance measurement systems as different institutional or mental accounts and responding to them in a differentiated way is definitely in line with the underlying argument of mental accounting.
期刊論文
1.曾冠球(20111200)。為什麼淪為不情願夥伴？--公私夥伴關係失靈個案的制度解釋。臺灣民主，8(4)，83-133。new window  延伸查詢new window
2.Grizzle, Gloria A.(2002)。Performance Measurement and Dysfunction: The Dark Side of Quantifying Work。Public Performance & Management Review，25(4)，363-369。  new window
3.Perrin, B.(1998)。Effective Use and Misuse of Performance Measurement。American Journal of Evaluation，19(3)，367-379。  new window
4.Brignall, Stan、Modell, Sven(2000)。An institutional perspective on performance measurement and management in the 'new public sector'。Management Accounting Research，11(3)，281-306。  new window
5.張四明(20091000)。行政院施政績效評估制度之運作經驗與改革方向。研考雙月刊，33(5)=273，45-58。  延伸查詢new window
6.林文燦(20140900)。公務人員考績法修正草案內涵的多面向分析。人事月刊，349，25-38。  延伸查詢new window
7.Kelman, Steven、Friedman, John N.(2009)。Performance improvement and performance dysfunction: An empirical examination of distortionary impacts of the emergency room wait-time target in the English national health service。Journal of public administration research and theory，19(4)，917-946。  new window
8.Smith, Peter(1995)。On the unintended consequences of publishing performance data in the public sector。International Journal of Public Administration，18(2/3)，277-310。  new window
9.蘇偉業(20090300)。公共部門事前定向績效管理：反思與回應。公共行政學報，30，105-130。new window  延伸查詢new window
10.Van Thiel, Sandra、Leeuw, Frans L.(2002)。The Performance Paradox in the Public Sector。Public Performance & Management Review，25(3)，267-281。  new window
11.Sanderson, I.(2001)。Performance Management, Evaluation and Learning in ‘Modern’ Local Government。Public Administration，79(2)，297-313。  new window
12.Radin, B. A.(1998)。The government Performance and Results Act (GPRA): Hydra-Headed Monster or Flexible Management Tool。Public Administration Review，58(4)，307-316。  new window
13.de Bruijn, Hans、van Helden, G. Jan(2006)。A Plea for Dialogue Driven Performance-Based Management Systems: Evidence from the Dutch Public Sector。Financial Accountability & Management，22(4)，405-423。  new window
14.DeGroff, Amy(2010)。Challenges and Strategies in Applying Performance Measurement to Federal Public Health Programs。Evaluation and Program Planning，33，365-372。  new window
15.Garrow, Eve E.、Grusky, Oscar(2013)。Institutional Logic and Street-Level Discretion: The Case of HIV Test Counseling。Journal of Public Administration Research and Theory，23(1)，103-131。  new window
16.Heyndels, Bruno、van Driessche, Frank(1998)。Mental Accounting in Local Public Sector Budgeting: An Empirical Analysis for the Flemish Municipalities。Eastern Economic Journal，24(4)，381-394。  new window
17.Ho, Alfred Tat-Kei、Im, Tobin(2015)。Challenges in Building Effective and Competitive Government in Developing Countries: An Institutional Logics Perspective。American Review of Public Administration，45(3)，263-280。  new window
18.Kuhlmann, Sabine(2008)。Evaluating Administrative Modernization in German Local Governments: Success or Failure of the 'New Steering Model'?。Public Administration Review，68(5)，851-863。  new window
19.Lowe, Toby(2013)。The Paradox of Outcomes: The More We Measure, the Less We Understand。Public Money & Management，33(3)，213-216。  new window
20.Mannion, Russell(2005)。Impact of Star Performance Ratings in English Acute Hospital Trusts。Journal of Health Services Research & Policy，10(1)，18-24。  new window
21.Meyer, Renate E.、Egger-Peitler, I.、Höllerer, Markus A.、Hammerschmid, Gerhard(2014)。Of Bureaucrats and Passionate Public Managers: Institutional Logics, Executive Identities, and Public Service Motivation。Public Administration，92(4)，861-885。  new window
22.Moynihan, Donald P.(2009)。Through a Glass, Darkly: Understanding the Effects of Performance Regimes。Public Performance & Management Review，32(4)，592-603。  new window
23.Pidd, M.(2005)。Perversity in Public Service Performance Measurement。International Journal of Productivity and Performance Management，54(5)，482-493。  new window
24.Van den Broek, Judith、Boselie, P.、Paauwe, J.(2014)。Multiple institutional logics in health care: 'productive ward: releasing time to care'。Public Management Review，16(1)，1-20。  new window
25.余致力、黃東益(1999)。有效激勵績優人力之策略：為我國績效待遇制度催生。人事月刊，29(2)，32-40。  延伸查詢new window
26.林文燦(2011)。行政機關團體績效評比機制之研究。研考雙月刊，35(3)，40-55。  延伸查詢new window
27.劉佩修(2015)。政府荒謬KPI全揭露。商業週刊，1436，100-104。  延伸查詢new window
28.Oliver, Christine(1991)。Strategic Responses to Institutional Processes。Academy of Management Review，16(1)，145-179。  new window
29.DiMaggio, Paul J.、Powell, Walter W.(1983)。The Iron Cage Revisited: Institutional Isomorphism and Collective Rationality in Organizational Fields。American Sociological Review，48(2)，147-160。  new window
30.Thaler, Richard H.(1985)。Mental Accounting and Consumer Choice。Marketing Science，4(3)，199-214。  new window
31.Henderson, Pamela W.、Peterson, Robert A.(1992)。Mental Accounting and Categorization。Organizational Behavior and Human Decision Processes，51(1)，92-117。  new window
32.Thaler, Richard H.(1999)。Mental Accounting Matters。Journal of Behavioral Decision Makings，12(3)，183-206。  new window
33.謝明瑞(20070700)。行為經濟學理論的探討。商學學報. 空大，15，253-298。new window  延伸查詢new window
34.Lonti, Z.、Gregory, R.(2007)。Accountability or Countability? Performance Measurement in the New Zealand Public Service,1992-2002。The Australian Journal of Public Administration，66(4)，468-484。  new window
圖書
1.Bouckaert, Geet、Halligan, John(2008)。Managing Performance, International Comparisons。Routledge。  new window
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關著作
 
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：868（臺灣：863，外國：5） ／ 本年度總使用人次：1855660 ／ 訪客人次（自102年09月）：67677280
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上