公務人員自覺績效與實際考績間差異因素之研究－以經濟部為例

The Research of the Difference between Self-evaluated and Superior Performance Appraisal－A Case Study of the Civil Servant in Ministry of Economic Affairs

戴宇軒(Yu-Shiuan Tai)

指導教授 ： 孫德修

朝陽科技大學/理工學院/工業工程與管理系/碩士(2009年)

摘要

摘要
本研究主要在探討公務人員自覺績效與實際考績差異之因素，以經濟部正職員工為對象，分別由主管及職員中，選取七位有三年以上工作經驗者，以文獻蒐集分析及專家問卷之訪談法，找出各項核心因素，以期可供政府各級機關，作為改善行政績效之參考。而其中專家問卷，則以德爾菲專家問卷進行二回反饋式的訪談。
經由研究結果，本研究提出以下管理意涵：
一、 無論考評者或受評者，在人格特質、心理動機與行為態度的個別或相互的影響下，都會造成考績謬誤或感覺上的差異。
二、 人群關係由於受到我國特有文化－威權觀念的影響，而阻礙某些工作的溝通，造成主管對員工的工作與績效有認知差異。
三、 受到情境因素的影響，不利於工作的情境因素越多，工作績效自然會較難以達成，致使員工的表現與貢獻存在差異。
四、 由於考績不符合制度上的功能論、正確論、權變論與分配正義等，因而導致主管只能以現有規定或自我認知考評，造成有些部屬有考績感受差異。

關鍵字

自覺績效 ； 實際考績

並列摘要

Abstract
The research mainly confers the differences between the self-evaluated and the superior performance appraisal of the civil servants in Ministry of Economic Affairs. Seven experts have individually been chosen from the superintendents and staff members that have worked for more than three years in Ministry of Economic Affairs. According to the data collected/analyzed and the survey of professional questionnaire by interviewing with the seven experts, we try to find out every cause of the core and effective methods to provide the government organizations to improve the administration effects for consulting. Among them, the survey of professional questionnaire in Delphi method has proceeded the interview two times by being reported back.
With the result of the research, we can bring up the meanings of the management below：
I. Regardless of effection evaluating or evaluated men, they are effected individually and mutually by personality characters, motives of psychology, and attitudes of action, and are causing the errors of evaluation. and the differences of perception.
II. Because The relationship of a crowd was effected by our individual culture－ a concept of authority, so it would be obstructing some of connections for work and making differences to staffs’works and effects by a director who was believing in.
III. Because it was effected by the causes of situation, so the effects for work would be difficult arriving at by more unfavorable causes of situation and it would result in the differences between expressions and contributions.
IV. Because the evaluation system was not conforming to the theories of function, correctness, tact and right of distribution, so directors would be evaluating by the regulations now and self-considered and it would be causing some of staffs which have the differences of reception for evaluation.

並列關鍵字

Self-evaluated ； Superior Performance Appraisal

參考文獻

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