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題名：親信關係與員工績效評估之關聯性研究--從差序格局探討主管對部屬的評估偏差
書刊名：管理評論
作者：諸承明 引用關係
作者(外文)：Chu, Chen-ming
出版日期：2000
卷期：19:3
頁次：頁125-147
主題關鍵詞：績效評估；評估偏差；親信關係；差序格局；Performance appraisal；Rating bias；Confidant relationship；Differential matrices
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(12) 博士論文(2) 專書(1) 專書論文(2)
  • 排除自我引用排除自我引用:12
  • 共同引用共同引用:488
  • 點閱點閱:86
在儒家思想與傳統文化的薰陶下，國人特別強調關係取向，人與人之間一切的行為準則，均深受雙方關係所影響。由於國人的人際關係具有明顯的差序格局，所以主管在評估部屬的績效表現時，常會受到雙方親信關係的影響，對於親信、自己人、外人給予不同的評估分數，導致績效評估產生嚴重的評估偏差。倘若績效評估結果遭到扭曲，不僅會影響到員工昇遷、調職、與獎懲等人事決策的正確性，更會使資源分配不公平的現象得到合理化，造成員工情緒上的極大傷害。有鑑於此，本文乃針對親信關係與員工績效評估之關聯性進行實證研究，分析結果顯示：親信關係對於部屬的績效評估分數具有非常顯著的正相關，雙方的親信關係愈強，主管給予部屬的評估分數會愈高，而且主管評分與自我評分之差距也會呈現出愈大的正值。此外，變異數分析也顯示：親信、自己人、外人這三組部屬的評估分數之間，亦有許多項目的差異達到顯著水準。由此可知：主管在評估部屬績效時，確實會受到雙方親信關係之影響；而親信、自己人、外人此一分類方式，對於員工的績效評估偏差之探討，亦具有相當重要的參考價值。
The influence of the Confucian thought and traditional culture makes Chinese attach much importance to interpersonal relationship. Due to the obvious differential matrices existing in Chinese society, confidant relationship plays a very important role on performance appraisal. If there are serious rating biases on employee performance, not only they will affect the accuracy of personnel promotion, transfer, and reward policies, but they also become the rational explanation to the unfair resource allocation. In view of this, this study adopts survey data to analyze the effects of confidant relationship on performance appraisal. This study shows that confidant relationship has significantly positive correlation on performance ratings. Increases in confidant relationship will lead to higher performance ratings. Besides, there are significant differences among the supervisor appraisals toward confidants, insiders, and outsiders. The confidants are appraised the highest, the insiders appraised the second, and the outsiders appraised the last.
期刊論文
1.Kanter, R. M.(1987)。From Status to Contribution: Some Organizational Implications of The Changing Basis for Pay。Personnel，64(1)，12-37。  new window
2.Liden, R. C.、Stilwell, D.、Ferris, G. R.(1996)。The Effects of Supervisor and Subordinate Age on Objective Performance and Subjective Performance Ratings。Human Relations，49(3)，327-347。  new window
3.Lawler, E. E.(1988)。Outlook on Compensation and Benefits: Pay for Performance Making it Work。Personnel，65(10)，68-71。  new window
4.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
5.Borman, W. C.(1975)。Effects of Instruction to Avoid Halo Error in Reliability and Validity of Performance Evaluation Ratings。Journal of Applied Psychology，60，556-560。  new window
6.Carson, K. P.、Cardy, R. L.、Dobbins, G. M.(199211)。Upgrade the Employee Evaluation Process。Journal of HR Magazine，37(11)，90。  new window
7.Cleveland, J. N.、Murphy, K. R.、Williams, R. E.(1989)。Multiple uses of performance appraisal: Prevalence and correlates。Journal of Applied Psychology，74，130-135。  new window
8.Farh, J.、Dobbins, G.(1989)。Effects of Comparative Performance Information on the Accuracy of Self-Ratings and Agreement between Self-and Supervisor Ratings。Journal of Applied Psychology，74，606-610。  new window
9.Ferris, G. R.、Judge, T. A.、Chachere, J. G.、Liden, R. C.(1991)。The Age Context of Performance Evaluation Decisions。Psychology and Aging，6，616-622。  new window
10.Heneman, R. L.、Cohen, D. J.(1988)。Supervisory and Employee Characteristics as Correlates of Employee Salary Increases。Personnel Psychology，41(2)，345-360。  new window
11.Mandell, M. M.(1956)。Supervisory Characteristics and Ratings: A Summary of Recent Research。Personnel Psychology，9，435-440。  new window
12.Rosen, B.、Gerdee, T. H.(1976)。The Nature of Job Related Age Stereotypes。Journal of Applied Psychology，61，180-183。  new window
13.Schwab, D. P.、Heneman, H. G.(1978)。Age Stereotyping in Performance Appraisal。Journal of Applied Psychology，63，573-578。  new window
14.Waldman, D. A.、Avolio, B. J.(1986)。A Meta-Analysis of Age Differences in Job Performance。Journal of Applied Psychology，71(1)，33-38。  new window
15.Liden, Robert C.、Graen, George B.(1980)。Generalizability of the Vertical Dyad Linkage Model of Leadership。Academy of Management Journal，23(3)，451-465。  new window
16.樊景立(19950200)。我對〈差序格局與華人組織行為〉的一些看法。本土心理學研究，3，229-237。new window  延伸查詢new window
17.戚樹誠、林行宜(19940700)。企業高階主管親信關係之研究。管理科學學報，11(2)，281-312。  延伸查詢new window
18.戚樹誠(19960300)。探索企業主管的親信關係。中山管理評論，4(1)，1-15。new window  延伸查詢new window
19.Zenger, Todd R.(1992)。Why Do Employers Only Reward Extreme Performance? Examining the Relationships among Performance, Pay, and Turnover。Administrative Science Quarterly，37(2)，198-219。  new window
20.陳介玄、高承恕(19910600)。臺灣企業運作的社會秩序--人情關係與法律。東海社會科學學報，10，219-231。  延伸查詢new window
21.Sternberg, Robert J.(1986)。A Triangular Theory of Love。Psychological Review，93(2)，119-135。  new window
22.鄭伯壎(19950200)。差序格局與華人組織行為。本土心理學研究，3，142-219。new window  延伸查詢new window
23.Dansereau, Fred Jr.、Graen, George B.、Haga, William J.(1975)。A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process。Organizational Behavior and Human Performance，13(1)，46-78。  new window
24.Dienesch, Richard M.、Liden, Robert C.(1986)。Leader-Member Exchange Model of Leadership: A Critique and Further Development。Academy of Management Review，11(3)，618-634。  new window
25.Graen, George B.、Novak, Michael A.、Sommerkamp, Patricia(1982)。The effects of leader-member exchange and job design on productivity and satisfaction: Testing a dual attachment model。Organizational Behavior and Human Performance，30(1)，109-131。  new window
26.Ilgen, Daniel R.、Barnes-Farrell, Janet L.、Mckellin, David B.(1993)。Performance Appraisal Process Research in the 1980s: What has it Contributed to Appraisals in Use?。Organizational Behavior & Human Decision Processes，54，321-368。  new window
27.Balzer, W. K.、Sulsky, L. M.(1992)。Halo and Performance Appraisal: A Critical Examination。Journal of Applied Psychology，77(6)，975-985。  new window
28.Dobbins, G. H.、Cardy, R. L.、Truxillo, D. M.(1988)。The Effects of Purpose of Appraisal and Individual Differences in Stereotypes of Women on Sex Differences in Performance Ratings: A Laboratory and Field Study。Journal of Applied Psychology，73(3)，551-558。  new window
29.Heneman, R. L.、Greenberger, D. B.、Annonyuo, C.(1989)。Attributions and Exchanges: The Effects of Interpersonal Factors on the Diagnosis of Employee Performance。The Academy of Management Journal，32，466-476。  new window
30.Varma, A.、DeNisi, A. S.、Peters, Lawrence H.(1996)。Interpersonal Affect and Performance Appraisal: A Field Study。Personnel Psychology，49(2)，341-360。  new window
研究報告
1.嚴奇峰(1992)。心理定位理論－國民性格之探討及其在管理上的涵義。臺北。  延伸查詢new window
學位論文
1.杜仲傑(1990)。大學生人際親密的評量與身心適應--親子、情人、異性朋友、同性朋友四種角色的相關分析(碩士論文)。國立臺灣大學，臺北市。  延伸查詢new window
2.趙梅如(1989)。國中學生教師信任感與生活適應、學業成就關係之研究(碩士論文)。國立高雄師範大學，高雄市。  延伸查詢new window
3.Lapan, S. D.(1976)。The Development and Validation of an Instrument that Measures Student Perceptions of Teacher Credibility(博士論文)。  new window
4.彭懷真(1989)。台灣企業業主的”關係”及其轉變--一個社會學的分析(博士論文)。東海大學。new window  延伸查詢new window
5.朱成(1986)。在臺外資企業職員績效評估制度之研究－以十一家外商公司為例，臺北。  延伸查詢new window
圖書
1.Szilagyi, A. D. Jr.(1984)。Management and Performance。New Jersey：Scott Foresman。  new window
2.費孝通(1948)。鄉土中國。香港：鳳凰出版社。  延伸查詢new window
3.費孝通(1948)。鄉土中國。上海：觀察社。  延伸查詢new window
4.黃光國(19880000)。儒家思想與東亞現代化。臺北：巨流。new window  延伸查詢new window
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。  new window
 
 
 
 
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