- 學位論文
回饋類型與個人特性對績效之影響 ─以尋求回饋行為為調節變項
The Study of The Relationship Between Feedback Type, Personal Traits and Performance-The Moderating Effects of Feedback-seeking Behavior.
摘要
回饋機制在過去研究中，普遍被認為是促進組織與人員績效成長的重要動能。然而過去研究在探討回饋怎麼影響績效間的機制討論上，仍有許多不足。透過對回饋的監控，個人不斷調整其行為以改進其績效。然而針對不同的績效來源，員工將產生不同的反應，這可能是來自於回饋的類型對員工心理特徵的不同影響所導致。因此，這類的個人特性如何扮演回饋與績效間的中介角色是本研究所欲探討的主要缺口。此外，從績效源到個人特性間，個人如何獲取回饋的方式也將影響回饋與個人內在反應的關聯性，是本研究所欲探討的第二個主要缺口。 本研究以採問卷發放方式進行，並以國內四大產業為發放對象，分別為製造業、金融保險業、服務業與批發零售業；抽樣方式以便利抽樣法，透過研究者之網絡關係於全台灣進行問卷發放，包含紙本與網路問卷，共發放450份問卷，總回收401份，問卷回收率94.01%。 本研究主要的貢獻有以下：(1)本研究探討並歸納了回饋類型對工作績效的影響機制；(2)本研究以個人特性為中介變項，發現自尊心與自我效能在回饋類型與工作績效間存在顯著影響，並發現高自尊與自我效能者皆對負向回饋特別重視；(3) 本研究以尋求回饋之策略為調節變項，探討不同尋求回饋策略是否會在回饋類型與個人特性間產生影響，藉此幫助企業組織在給予回饋時得以適當之方式提供回饋訊息，並營造適當之情境增加員工尋求回饋之頻率，以提升組織績效。
並列摘要
Feedback mechanisms in the past studies, is generally considered as important momentum to promote the growth of organization and personnel performance. However, previous studies to investigate how it affects performance feedback mechanisms, and between the discussion, there are still many deficiencies. Through feedback-monitoring, individual constantly adjust their behavior to improve their performance. However, the performance feedback from different sources, employees will have different reactions, which may be cause by the type of feedback have different effects in personal traits of employees. Therefore, how to play this kind of personal traits and performance feedback intermediary role between the study is the major gaps. In addition,between the performance feedback information to the personal traits, the individual how to get the feedback information will affect personal intrinsic reactivity, and it is the second major gap. This study used questionnaire distributed manner, and to the four major industries were issued, respectively, manufacturing, finance and insurance, services and wholesale and retail trade; and use convenience sampling method, through the researcher’s relationships in Taiwan to collect questionnaire , including paper and online questionnaire, and collected 450 questionnaires, 401 valid samples, the effective response rate was 94.01%. The main contribution of this study are the following: (1) In this study, summarize the impact of feedback type and feedback mechanism on job performance; (2) In this study, use personal traits as mediator and found that between feedback type and job performance, self-esteem and self-efficacy exists the significant impact and found that high self-esteem and self-efficacy attach great importance to negative feedback; (3) in this study, use feedback seeking behavior strategy as moderator, to explore will different feedback seeking strategies have impact between feedback type and personal traits. It can help organizations use appropriate way to provide feedback information, and create an appropriate context to increase the frequency of feedback seeking behavior to improve organizational performance.