English  |  正體中文  |  简体中文  |  Items with full text/Total items : 75035/106099 (71%)
Visitors : 19430102      Online Users : 509
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/84958
    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/84958

    Title: 360度回饋與績效改善之縱貫性實證研究
    Authors: 范傑倫
    Fan, Chieh-Lun
    Contributors: 張裕隆
    Fan, Chieh-Lun
    Keywords: 管理才能
    Date: 2001
    Issue Date: 2016-04-15 16:03:15 (UTC+8)
    Abstract: 本研究乃一縱貫性之實證研究,主要目的在於探討:(1)實施360度回饋二年之成效,(2)針對不同的自評與他評一致性之主管,探討其績效改善之情形,與(3)自評改變之情況,(4)自我效能與知覺組織支持對行為改變之影響,以及(5)不同的評量目的,對主管評量之影響。本研究樣本為國內某建築業之初、中、高階主管,共計61位,研究時間長達二年。研究結果發現,執行360度回饋後,受評主管第二年之績效表現有顯著的改善;在第二年,「高估者」及「一致╱低者」有顯著的績效改善,而「低估者」與「一致╱高者」則無;此外,「低估者」與「一致╱低者」會提高自評,而「高估者」與「一致╱高者」之自評則無改變;此外,「自我效能」與「知覺組織支持」並不影響績效改善,但在單純主要效果分析中發現,高自我效能者有顯著的績效改善,低自我效能者則無;而不同的「評量目的」,確實會影響主管的評量正確性,且以「員工發展」為目的之360度回饋中的主管回饋,能有效預測受評者未來的績效表現,此外,本研究亦發現執行360度回饋後,主管之評量正確性有提高之傾向。最後,本研究並進一步指出研究之限制、後續相關研究之方向,以及企業實施360度回饋之實務建議。
    Reference: 一、中文部分
    Ashford, S.(1989). Self-assessments in organizations:A literature review and integrative model. In Cummings, L. L., & Staw, B. M.(Eds.), Research in Organizational Behavior, 11, 133-174. Greenwich, CT:JAI Press.
    Ashford, S. J., & Cummings, L. L.(1983). Feedback as an individual resource: Personal strategies of creating information. Organizational Behavior and Human Performance, 32, 370-398.
    Atwater, L. E., Roush, P., & Fischthal, A.(1995). The influence of upward feedback on self- and follower ratings of leadership. Personnel Psychology, 48(1), 35-60.
    Atwater, L. E., & Waldman, D. A.(1998). 360-degree feedback and leadership development. Leadership Quarterly, 9(4), 423-426.
    Atwater, L. E,. Waldman D. A., Atwater, David., & Cartier, P.(2000). An upward feedback field experiment: Supervisors’ cynicism, reactions, and commitment to subordinates. Personnel Psychology, 53, 275-297.
    Atwater, L.E, & Yammarino, F.(1992). Does self-other agreement on leadership perceptions moderate the validity of leadership and performance predictions? Personnel Psychology, 45, 141-164.
    Atwater, L. E, & Yammarino, F.(1997). Self-other rating agreement:A review and model. Research in Personnel and Human Resource Management, 15, 121-174.
    Atwater, L. E., Waldman, D. A., Atwater, D., & Cartier, P.(2000). An upward feedback field expriment: Supervisors’ cynisism, reactions, and commintment to subordinates. Personnel Psychology, 53, 275-297.
    Baldwin, T. T., & Ford, J. K.(1988). Transfer of training: A review and direction for future research. Personnel Psychology, 41, 63-105.
    Bandura, A.(1977). Self-efficacy:Toward a unifying theory of behavior change. Psychological Review, 84(2), 191-215.
    Bandura, A.(1982). Self-efficacy mechanism in human agency. American Psychologist, 37(2), 122-147.
    Bandura, A.(1986). Social foundations of thought and action: A social cognitive theory, Engliwood Cliffs, NJ: Prentice Hall.
    Bandura, A.(1988). Self-regulation of motivation and action through goal systems. In V. Hamilton, G. H. Bower, & N. H. Frijda(Eds.), Cognitive perspectives on emotion and motivation(pp.37-61). Dordrecht, Netherlands:Kluwer Academic Publishers.
    Bandura, A., & Cervone, D.(1983). Self-evaluative and self-efficacy mechanisms governing the motivational effects of goal systems. Journal of Personality and Social Psychology, 45, 1017-1028.
    Bass, B.(1990). Bass and Stogdill’s handbook of leadership. N.Y: Free Press.
    Bass, B., & Yammarino, F.(1991). Congruence of self and others’ leadership rating of naval officers for understanding successful performance. Applied Psychology:An international Review, 40, 437-454.
    Berk, A. R.(1986). Performance assessment: Methods and applications. Baltimore: The Johns Hopkins University press.
    Berkshire, H., & Highland, R.(1953). Force-choice performance rating: Amethodological study. Personnel Psychology, 6, 355-378.
    Bernardin, J., Hagan, C., Ross, S., & Kane, J.(1995, May). The effects of a 360-degree appraisal system on managerial performance. In Tornow, W.(chair), Upward feedback: The ups and downs of it. Paper presented at the 10th Annual Conference of the Society for Industrial and Organizational Psychology, Orlando, FL.
    Bernardin, John H., & Beatty, W. Richard(1984). Performance appraisal:Assessing human behavior at work. Boston:PWS-KENT.
    Bernardin, H. J., & Dahmus, S. A., & Redmon, G.(1993). Attitudes of first-line supervisors toward subordinate appraisals. Human Resource Management, 32, 315-324.
    Bernardin, H. J., Orban, J., & Carlyle, J.(1981). Performance rating as a function of trust in appraisal and rater individual differences. Proceedings of 41st annual meeting of the Academy of Management, 311-315.
    Blau, P. M.(1964). Exchange and power in social life. New York:John Wiley & Sons.
    Bohl, D. L.(1996). Minisurvey:360-degree appraisals yield superior result, survey shows. Compensation and Benefits Review, 26(3), 20-24.
    Borman, W. C.(1974). The rating of individuals in organizations:An alternate approach. Organizational Behavior and Human Performance, 12, 105-124.
    Borman, W. C.(1997). 360-degree rating: An analysis of assumptions and a research agenda for evaluating their validity. Human Resource Management Review, 7, 299-315.
    Borreson, H.(1967). The effects of instructions and item content on three types of ratings. Educational and Psychological Measurement, 27, 855-862.
    Brutus, S., Fleenor, J., & Taylor, S.(1996). Impact of different congruence methodologies on 360-degree feedback research. Paper presented at the meeting of the Society for Industrial and Organizational Psychology, San Diego, CA.
    Cardy, L. Robert, & Dobbins, H. Gregory(1986). Affect and appraisal accuracy:Liking as an integral dimension in evaluating performance. Journal of Applied Psychology, 71, 672-678.
    Carver, C. S., & Scheier, M. F.(1982). Control theory:A useful conceptual framework for personality-social, clinical, and health psychology. Psychological Bulletin, 92, 111-135.
    Cervone, D., & Peake, P. K.(1986). Anchoring, efficacy, and action:The influence of judgmental heuristics on self-efficacy judgments and behavior. Journal of Personality and Social Psychology, 50, 492-501.
    Chang, Yue-Loong(1999). 360-degree feedback and managerial performance:A new perspective of managerial assessment and development in Taiwan. Paper presented at Annual Conference of International Council of Psychologists. Salem, Massachusetts, U.S.A..
    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.
    deLeon, L., & Ewen, A. J.(1997). Multi-source performance appraisals. Review of Public Personnel Administration, 17(1), 22-36.
    DeNiSi, A. S., & Kluger, A. N.(2000).Feedback effectiveness: Can 360-degree appraisals be improved? Academy of Management Executive, 14(1), 129-139.
    DeVries, D. L., Morrison, A. M., Shullman, S. L., & Gerlach, M. L.(1986). Performance appraisal on th line. Greensboro, NC: Center for Creative Leadership.
    Dorfman, P. W., Stephan, W. G., & Loveland, J.(1986). Performance appraisal behaviors: Supervisor perceptions and subornidate reactions. Personnel Psychology, 39, 579-597.
    Edwards, R. Mark(1990). An alternative to traditional appraisal systems. Supervisory Management, 3.
    Edwards, R. Mark, & Ewen, J. Ann(1996). 360°Feedback:The powerful new model for employee assessment & performance improvement. New York:AMACOM.
    Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P.(1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812-820.
    Eisenberger, R., Fasolo, P., & Davis-LaMastro, V.(1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59.
    Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D.(1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
    Farth, J. L., & 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.
    Fleenor, J., McCauley, C., & Brutus, S.(1996). Self-other rating agreement and leader effectiveness. Leadership Quarterly, 7, 487-506.
    Flocco, E.(1969). An examination the leader behavior of school business administrators. Dissertation Abstracts International, 30, 84-85.
    Fox, J., & Klein, C.(1996). The 360-degree evaluation. Public Management, Nov., 20-22.
    Frayne A. A., Latham, G. P.(1987). The application of social learning theory to employee self-management of attendance. Journal of Applied Psychology, 72, 387-392.
    Freedman, S. M., & Phillips, J. S.(1985). The effects of situational performance constraints on intrinsic motivation and satisfaction:The role of perceived competence and self determination. Organizational Behavior and Human Decision Process, 35, 397-416.
    Gist, M. E., & Mitchell, T. R.(1992). Self-efficacy: A theoretical analysis of its determinants and malleability. Academy of Management Review, 17, 183-211.
    Gist, M. E., Schwoerer, C., & Rosen, B.(1989). Effects of alternative training methods on self-efficacy and performance in computer software training. Journal of Applied Psychology, 74(6), 884-891.
    Gist, M. E., Stevens, C. K., & Bavetta, A. G.(1991). Effects of self-efficacy and post-training intervention on the acquisition and maintenance of complex interpersonal skills. Personnel Psychology, 44(4), 837-861.
    Hackman, J. R., & Oldham, G. R.(1980). Work redesign. Reading, MA: Addison-Wesley.
    Harris, M. M., & Schaubroeck, J.(1988). A meta-analysis of self-supervisor, self-peer, and peer-supervisor ratings. Personnel Psychology, 41, 43-62.
    Harris, M. M., Smith, D. E., & Champagne, D.(1995). A field study of performance appraisal purpose: Research- versus administrative-based rating. Personnel Psychology, 48, 151-160.
    Hegarty W.(1974). Using subordinate ratings to elicit behavioral changes in supervisors. Journal of Applied Psychology, 59, 764-766.
    Hazucha, Fisher Joy, Hezlett, A. Sarah, & Schneider J. Robert(1993). The impact of 360-degree feedback on management skills development. Human Resource Management, Vol. 32, No. 2?, 325-351.
    Hellervik, L. W., Hazucha, J. F., & Schneider, R. J.(1992). Behavior change:Models, methods, and a review of the evidence. In M. D. Dunnette & L. Hough(Eds.), Handbook of industrial and organizational psychology(Vol. 30). Palo Alto, CA:Consulting Psychologists.
    Heron, A.(1956). The effects of real-life motivation on questionnaire response. Journal of Applied Psychology, 40, 65-68.
    Hoffman, G.(1923). An experiment in self-estimation. Journal of Abcdrmal and Social Psychology, 18, 43-49.
    Ilgen. D. R., Fisher, C. A., & Taylor, M. S.(1979). Consequences of individual feedback on behavior in organization. Journal of Applied Psychology, 64, 349-371.
    Johnson, J. W., & Ferstl, K. L.(1999). The effects of interreter and self-other agreement on performance improvement following upward feedback. Personnel Psychology, 52, 271-303.
    Judge, T. A., & Ferris, G. R.(1993). Social context of performance evaluation decisions. Academy of Management, 36, 80-105.
    Kaplan, R. E.(1993). 360-degree feedback plus: Boosting the power of coworker retings for executives. Human Resource Management, 32, 299-314.
    Kingstrom, P. O., & Mainstone, L. E.(1985). An investigation of the rater-ratee acquaintance and rater bias. Academy of Management Journal, 28, 641-653.
    Kluger, A. N., & DeNisi, A.(1996). The effects of feedback interventions on performance:A historical review, a meta-analysis, and a preliminary feedback intervention theory. Psychological Bulletin, 119, 254-284.
    Korman, A. K.(1970). Toward an hypothesis of work behavior. Journal of Applied Psychology, 54, 31-41.
    Korman, A. K.(1976). Hypothesis of work behavior revisited and extension. Academy of management Review, 1, 50-63.
    Landy, F. J., & Farr, J. L.(1980). Performance ratings. Psychological Bulletin, 87, 72-107.
    Landy, F. J., Farr, J. L., & Jacobs, R. R.(1982). Utility concepts in performance measurement. Organizational Behavior and Human Performance, 30, 15-40.
    Latham, G. P., & Frayne, C. A.(1989). Sellf-management training for increasing job attendance: A Follow-up and a replication. Journal of Applied Psychology, 74, 411-416.
    Latham, G. P., Skarlicki, D., Irvine, D., & Siegel, J. P.(1993). The increasing importance of performance appraisals to employee effectiveness in organizational settings in North America. In C. L. Cooper & I. T. Robertson(Eds.), International review of industrial and organizational psychology(pp.87-132). Cichester, UK:Wiley.
    Latham, P. Gary, & Wexley, N. Kenneth(1994). Increasing productivity through performance appraisal(2nd ed.). Reading:Addison-Wesley.
    Lawler, E. E.(1967). The multitrait-multirater approach to measuring managerial job performance. Journal of Applied Psychology, 51, 369-381.
    Locke, E. A., Cartledge, N. Koeppel J.(1986). Motivational effects of knowledge of results: A goal-setting phoenoenon. Psychological Bulletin, 70, 474-485.
    Locke, E. A., Frederick, E., Lee, C., & Bobko, P.(1984). Effect of self-efficacy, goals, and task strategies on task performance. Journal of Applied Psychology, 69(2), 241-251.
    Locke, E. A., & Latham, G. P.(1990). A theory of goal setting and task performance. Englewood Cliffs, NJ:Prentice-Hall.
    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, 803-839.
    London, M., Wohlers, A. J.(1991). Agreement between subordinate and self-ratings in upward feedback. Personnel Psychology, 44(2), 375-390.
    London, M., Wohlers, A. J., & Gallagher, P.(1990). A feedback approach to management development. Journal of Management Development, 9(6), 17-31.
    Longenecker, C. O., Sims, H. P., & Gioia, D. A.(1987). Behind the mask:The politics of employee appraisal. Academy of Management Executive, 1, 183-193.
    Lord, R., & Hanges, P.(1987). A control system model of organizational motivation. Behavioral Science, 32, 357-378.
    Mabe, P., & West, S.(1982). Validity of self-evaluation of ability: A review and meta-analysis. Journal of Applied Psychology, 67, 282-296.
    Masterson, S. S., Lewis, K., Goldman, B. M., & Taylo, M. S.(2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43(4), 738-748.
    Mathieu, J. E., Martineau, J. W., & Tannenbaum, S. I.(1993). Individual and situational influences on the development of self-efficacy: Implications for training effectiveness. Personnel Psychology, 46, 125-146.
    McIntyre, R. M., Smith, D., & Hassett, C. E.(1984). Accuracy of performance ratings as affected by rater training and perceived purpose of rating. Journal of Applied Psychology, 69, 147-156.
    Meier, R. A., & Feldhusen, J. F.(1979). Another look at Dr. Fox: Effect of stated purpose of evaluation, Lecturer’s expressiveness and density of lecture content on student rating. Journal of Educational Psychology, 71, 339-345.
    Mohrman, A. M., Jr., Resnick-West, S. M., & Lawler, E. E. III.(1989). Designing performance appraisal systems:Aligning appraisals and organizational realities. San Francisco:Jossey-Bass.
    Moorman, R. H., Blakely, G. L., & Niehoff, B. P.(1998). Does perceived organizational support mediate the relationship between procedural justice and organizational citizenship behavior? Academy of Management Journal, 41, 351-357.
    Muchinsky, M. Paul(1997). Psychology applied to work:An introduction to industrial and organizational psychology(5th ed.). Brooks/Cole Publishing Company.
    Murphy , K. R., & Cleveland, J. N.(1995). Understanding performance appraisal: Social, organizational, and goal-based perspectives. Thousand Oaks, California: Sage.
    Organ, D. W.(1988). Organizational citizenship behavior: The “good solider” syndrome. Lexington, M. A.: Lexington Books.
    Podsakoff, P., & Organ, D.(1986). Self-reports in organizational researches: Problems and prospects. Journal of Management, 12, 531-544.
    Reilly, R. R., Smither, J. W., & Vasilopoulos, N. L.(1996). A longitudial study of upward feedback. Personnel Psychology, 49, 599-612.
    Rousseau, D. M.(1989). Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2, 121-139.
    Rousseau, D. M.(1990). New hire perceptions of their own and their employer’s obligations: A study of psychological contracts. Journal of Organizstional Behavior, 11, 389-400.
    Rousseau, D. M., & Parks, J. M.,(1993). The contracts of individuals and organizations. In L. L. Cummings & B. M. Staw(eds.). Research in organizational behavior, vol. 15, 1-43. Greenwich, CT: JAI Press.
    Sharon, A.(1970). Eliminating bias from student rating of college instructors. Journal of Applied Psychology, 54, 278-281.
    Shore, L. M., & Tetrick, L. E.(1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76(5), 637-643.
    Shore, L. M., & Wayne, S. J.(1993). Commitment and employee behavior: Comparison of effective commitment and continuance commitment with perceived organizatinal support. Journal of Applied Psychology, 78, 774-780.
    Shrauger, J. S., & Rosenberg S. E.(1970). Self-esteem and the effects of success and failure feedback on performance. Journal of Applied Psychology, 38, 404-417.
    Shrauger, J. S., & Schoenemann, T. J.(1979). Symbolic interactionist view of self-concept:Through the looking glass darkly. Psychological Bulletin, 86, 549-573.
    Smith, C. A., Organ, D. W., & Near, J. P.(1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 653-663.
    Smither, J. W., London, M., Vasilopoulos, N. L., Reilly, R. R., Millsap, R. E., & Salvemini, N.(1995). An examination of the effects of an upward feedback program over time. Personnel Psychology, 48, 1-34.
    Smither, J. W., Wohlers, A. J., & London, M.(1995). A field study of reactions to normative versus individualized upward feedback. Group & Organization Management, 20, 61-89.
    Tannenbaum, S., Mathieu, J., Salas, E., &Cannon-Bowers, J.(1991). Meeting trainees’ expectations: The influence of training fulfillment on the development of commitment, self-efficacy, and motivation. Journal of Applied Psychology, 76, 759-769.
    Taylor, E., & Wherry, R.(1951). A study of leniency of two rating systems. Personnel Psychology, 4, 39-47.
    Thornton, G.(1980). Psychometric properties of self-appraisal of job performance. Personnel Psychology, 33, 262-271.
    Tornow, W. W.(1993). Editor’s note:Introduction to special issue on 360-degree feedback. Human Resource Management, 32, 211-219.
    Tornow, W.(1993). Perception or reality:Is multi-perceptive measurement a means or an end? Human Resource Management, 32, p.223.
    Tsui, A. S., & Barry, B.(1986). Interpersonal affect and rating errors. Academy of Management Journal, 29, 586-599.
    Van Velsor E., Taylor, S., & Leslie, J.(1992, August). Self-rater agreement, self-awareness and leadership effectiveness. Paper presented at the 100th Annual Convention of the American Psychological Association, Washington DC.
    Van Velsor E., Taylor, S., & Leslie, J.(1993). An examination of the relationships among self-perception accuracy, self-awareness, gender, and leader effectiveness. Human Resource Management, 32, 249-264.
    Waldman, A. David, & Atwater, E. Leanne(1998). The power of 360o feedback: How to leverage performance evaluations for top productivity.Houston, TX: Gulf.
    Walker, A. G. & Smither, J. W.(1999). A five-year study of upward feedback: What managers do with their results matters. Personnel Psychology, 52, 393-423.
    Wayne, S. J., & Ferris, G. R.(1990). Influence tactics, affect, and exchange quality in supervisor-subordinate interactions:A laboratory experiment and a field study. Journal of Applied Psychology, 75, 487-499.
    Wayne, S. J., Shore, L. M., & Liden, R. C.(1997). Perceived organizational support and leader-member exchange: A Social exchange perspective. Academy of management Journal, 40, 82-111.
    Witt, L. A.(1991). Exchange ideology as a moderator of job attitudes-organizational citizenship behaviors relationships. Journal of Applied Social Psychology, 21, 1490-1501.
    Yammarino, J. Francis, & Atwater, E. Leanne(1993). Understanding self-perception accuracy:Implications for human resource management. Human Resource Management, 32, 231-247.
    Yammarino, J. Francis, & Atwater, E. Leanne(1997). Do managers see themselves as others see them?Implications of self-other rating agreement for human resources management. Organizational Dynamics, Spring, 35-44.
    Yukl, G. A.(1987). A new taxonomy for integrating diverse perspectives on managerial behavior. Paper presented at the American Psychological Association Meeting, New York.
    Description: 碩士
    Source URI: http://thesis.lib.nccu.edu.tw/record/#A2002001149
    Data Type: thesis
    Appears in Collections:[心理學系] 學位論文

    Files in This Item:

    There are no files associated with this item.

    All items in 政大典藏 are protected by copyright, with all rights reserved.

    社群 sharing

    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback