國內企業界,管理職能運用於管理發展的比例漸增。本研究採用橫貫面與縱貫面研究法,除探究多向度之管理職能評鑑與傳統績效考核關係之橫貫面研究外;在縱貫面上,藉由跨年度資料分析主管級員工績效改善的情形,並探討不同管理階層之主管,自我覺察能力是否不同。結果顯示他評之平均分數與傳統績效成正相關;並由多向度之管理職能評鑑結果之回饋,主管第二年在管理職能能力皆提升。亦發現將管理職能運用於發展之目的比運用於行政目的,更能預測主管未來的表現;第二年自評與他評結果也更趨向一致。且將自評與他評分數之差異性分為高、中、低三組,發現三組在自評改善幅度上有顯著差異。另外管理者在自我覺察能力上並不會因為管理層級而有所差異。
The concept ”competence” has been increasingly adopted for management development by domestic companies. This study used a cross-sectional approach to explore relationship between the result of multi-dimensional competence evaluation and that of traditional performance appraisal. A longitudinal approach also used for analyzing improvement of work performance and the manager's self-awareness. Results demonstrated results of the composite of others' evaluation are positively related to those of traditional performance appraisal. Scores others' evaluation in the second year are universally higher than those in the first year. This indicated that the competence evaluation for the purpose of development is more advantageous for predicting work performance than that for other administrative use. The gap between self-and others-evaluation is closer in the second year. Managers are more capable of self-awareness regardless of their management levels.