查詢結果分析
來源資料
相關文獻
- Exploring Multilevel Perspective of Leader-member Exchange Relevant to Performance Appraisal Satisfaction
- 團隊成員間之衝突、領導者與部屬交換關係與組織公民行為之研究--以百貨公司銷售服務人員為例
- 教師組織公民行為前置變項之跨層次模式分析
- 國民小學教師知覺領導者與部屬交換關係與組織公民行為關係之研究--工作滿意度的中介效果與家長式領導之調節效果
- 組織支持認知及領導者與部屬交換關係對組織公民行為影響效果之研究
- 以多層次模型探討知覺組織正義對組織公民行為之跨層次效果--以保險從業人員為例
- 轉換型領導與交易型領導對領導者與部屬交換關係之預測效果--價值觀相似性的中介效果
- 學校組織中領導者與部屬交換關係、組織公平、組織自尊與工作滿意度對組織公民行為影響之研究
- 國民中學教師組織公民行為前置因素的再檢視
- 工作重塑對工作敬業與工作績效影響之研究--尋求回饋行為的中介調節效果
頁籤選單縮合
題名 | Exploring Multilevel Perspective of Leader-member Exchange Relevant to Performance Appraisal Satisfaction=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 |
---|---|
作者 | 洪贊凱; 蔡佳盛; | 書刊名 | 交大管理學報 |
卷期 | 30:1 2010.06[民99.06] |
頁次 | 頁121-163 |
分類號 | 494.3 |
關鍵詞 | 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; |
語文 | 英文(English) |
中文摘要 | 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。 |
英文摘要 | 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. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。