自謙偏差是臺灣企業組織績效考核中的常見現象，組織成員對工作績效的自我評 定往往低於上司的評定。此現象迥異於西方組織的寬大偏差 -- 組織成員對工作績效的自我 評定高於上司的評定。為了進一步探討自謙偏差的可能形成因素，研究一以臺灣 30 家企業 176 位從業人員為對象，蒐集個人自評績效、經理評定績效及題意形式等資料進行分析，結 果發現：（ 1 ）自謙偏差存在於正面題上； （ 2 ）負面題上沒有自謙偏差的傾向； （ 3 ）自我評定量表的正、負面題形成兩個獨立的因素，而上司評定量表則只有一個單一的內容 因素。研究二則以一家大型壽險公司的營業人員及其直屬上司為研究對象，蒐集營業人員之 謙虛價值、自尊、人口統計背景、實際業績、自評績效、上司評定績效、及題意形式等資料 ，進行分析。結果除了再次驗証自評量表正面題具有自謙偏差的傾向之外，亦發現正、負面 題所形成的兩個獨立因素各自對主管評估及實際業績具有獨特的解釋力；另外，高自尊評定 者的自謙偏差顯著低於低自尊評定者。然而，傳統的謙虛價值對自謙偏差的預測效果並不顯 著。最後，本文討論了本研究的限制及其在華人組織績效考核上的涵義。

　　　　　Two studies were conducted to examine modesty bias in self-ratings in Taiwan. Study 1 employed 176 executive-subordinate dyads from a variety of companies in Taiwan. Results of the study indicated: a. modesty bias in self-ratings occurred on positively worded rating items; b. positively and negatively worded self-rating items emerged as two separate factors in factor analysis. Study 2 employed 638 supervisor-salesperson dyads from a large life insurance company in Taiwan. In addition to confirming findings from Study 1, we found: a. both positively and negatively worded self-rating items contributed uniquely to the criterion related validity of the self-rating scale; b. modesty value was unrelated to modesty bias in self-ratings; c. self-esteem correlated negatively with modesty bias in self-ratings. Results of the two studies were discussed in terms of their implications for performance appraisal and future research.