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Please use this identifier to cite or link to this item: http://ir.ncue.edu.tw/ir/handle/987654321/12350

Title: 團隊多層次觀點探討團隊領導者與部屬交換關係對績效考核滿意度的影響
Exploring Multilevel Perspective of Leader-member Exchange Relevant to Performance Appraisal Satisfaction
Authors: 洪贊凱;蔡佳盛
Contributors: 人力資源管理研究所
Keywords: 領導者與部屬交換關係;績效考核滿意度;尋求回饋行為;正義氣候
Leader-member exchange;Performance appraisal satisfaction;Feedback seeking behavior;Justice climate
Date: 2010-06
Issue Date: 2012-07-05T07:26:39Z
Publisher: National Chiao Tung University
Abstract: 高效能的績效考核能增進組織績效,而提升績效考核滿意度最能夠增進績效考核效能,且團隊為主的工作設計廣為企業採用,因此團隊成員績效考核滿意度便為本研究之焦點。團隊主管與成員發展的交換關係是否會影響成員績效考核滿意度,且雙方的交換關係是否會影響成員尋求回饋行為與團隊正義氣候,故本研究將研究目的歸納如下:1探討個人層次領導者與部屬交換關係、(LMX)對尋求回備行為與考核滿意度之影響;2.探討尋求回饋行為對個人層次LMX與考核滿意度關係、之中介效果;3.探討團隊層次LMX對團隊正義氣候與考核滿意度之影響;4.探討正義氣候對團隊層次LMX與成員考核滿意度之中介效果;5探討正義氣候對個人層次LMX與考核滿意度關係之干擾效果。本研究自經濟部商工登記資料庫中之高科技公司,還取工作團隊主管與成員進行調查,實得有效樣本243份,有效回收率為54%,統計分析採描述性分析、驗證性因素分析以及階層線性棋式。研究結果發現:1.個人層次LMX對尋求回備行為、績效面談與績效制度滿意度有正向影響;2.尋求回饋行為對績效面談滿意度有正向影響;3.尋求回饋行為對個人層次LMX與績效面談滿意度之關係、具有「部分中介」效果;4.程序型正義氣候對績效面談與績效制度滿意度其跨層次的影響效果。
High effective performance appraisal could increase organizational performance, and it was the best way to increase effectiveness by enhancing performance appraisal satisfaction. Moreover, team-oriented job design has been widely adopted by corporations; team-member's performance appraisal satisfaction became highlight of this study. Did the exchange relationship developed between team leader and team member influence appraisal satisfaction? Did the relationship would influence team member's feedback seeking behavior and team justice climate? Hence, this study aims to discuss 1. the effect of individual-level leader-member exchange on feedback seeking behavior and appraisal satisfaction; 2.the mediating effect of feedback seeking behavior on individual-LMX and appraisal satisfaction; 3. the effect of team-LMX on justice climate and appraisal satisfaction; 4. the mediating effect of justice climate on team-LMX and appraisal satisfaction; 5. the moderating effect of justice climate on individual-LMX and appraisal satisfaction. In this study, the target samples were the work teams from the companies of the industry database, and 243 valid questionnaires were responded. The valid response rate was 54%. The valid questionnaires were empirically analyzed using the method of hierarchical linear modeling. The result revealed 1. individual LMX has a positive effect on feedback seeking behavior, performance session and system satisfaction; 2 feedback seeking behavior has a positive effect on session satisfaction; 3. feedback seeking behavior has partial mediating effect on individual LMX and session satisfaction; 4. procedural justice climate has a direct effect on session and system satisfaction.
Relation: 交大管理學報, 30(1): 121-163
Appears in Collections:[人力資源管理研究所] 期刊論文

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