績效評估指標、組織溝通、評核方式與工作績效關聯性之實證研究

The Relationship between Performance Appraisal Indicators, Organizational Communication, Performance Appraisal Methods and Job Performance: An Empirical Study

張松山 ； 孫仲山 ； 陳冠年

《工業科技教育學刊》 4期 (2011/10) Pp. 57-64

https://doi.org/10.6306/JITE.2011.4.8

摘要

本研究旨在探討績效評估指標、組織溝通、評核方式與工作績效之關聯性，俾建構績效評估理論模式，奠定實證研究的基礎。本研究採用問卷調查法，以K大學行政人員172人為研究之母群。研究結果發現：績效評估指標與工作績效、組織溝通與工作績效，以及評核方式與工作績效，相互間均具有正向關聯性，而評核方式在組織溝通與工作績效問其有中介效果。研究結論（一）良好的績效評估指標是學校行政績效評估成功的基石；（二）組織資訊需透明公開、以利形塑優質績效文化；（三）培養組織溝通藝術及凝聚組織共識、俾益展現學校組織優質行政效率。

關鍵字

績效評估指標 ； 組織溝通 ； 評核方式 ； 工作績效

並列摘要

This study aimed to explore the relationship between performance appraisal indicators, organizational communication, performance appraisal methods and job performance, and to analyze the influence of job performance from these factors. The study was based on 172 employees of K university as the samples for the questionnaire survey. The findings are: 1. performance appraisal indicators and job performance exhibit significant positive correlation; 2. organizational communication and job performance exhibit significant positive correlation; 3. performance appraisal methods and job performance exhibit significant positive correlation; and 4. through intermediary effect of performance appraisal method, organizational communication affects job performance. Conclusions: 1. Good performance appraisal indicators lead successful performance appraisal; 2. Making information transparent results in high quality organizational culture. 3. The improvement of organizational communication and consensus facilitate the quality of school administration. The results of the study, provide appropriate recommendations for those who work as personnel and management staff at universities.

並列關鍵字

performance appraisal indicator ； organizational communication ； performance appraisal method ； job performance