親信關係與員工績效評估之關聯性研究－從差序格局探討主管對部屬的評估偏差

The Effects of Confidant Relationship on Performance Appraisal: A Differential Matrices Perspective

諸承明(Chen-Ming Chu)

《管理評論》 19卷3期 (2000/09) Pp. 125-147

https://doi.org/10.6656/MR.2000.19.3.CHI.125

摘要

在儒家思想與傳統文化的薰陶下，國人特別強調關係取向，人與人之間一切的行為準則，均深受雙方關係所影響。由於國人的人際關係具有明顯的差序格局，所以主管在評估部屬的績效表現時，常會受到雙方親信關係的影響，對於親信、自己人、外人給予不同的評估分數，導致績效評估產生嚴重的評估偏差。倘若績效評估結果遭到扭曲，不僅會影響到員工昇遷、調職、與獎懲等人事決策的正確性，更會使資源分配不公平的現象得到合理化，造成員工情緒上的極大傷害。有鑑於此，本文乃針對親信關係與員工績效評估之關聯性進行實證研究，分析結果顯示：親信關係對於部屬的績效評估分數具有非常顯著的正相關，雙方的親信關係愈強，主管給予部屬的評估分數會愈高，而且主管評分與自我評分之差距也會呈現出愈大的正值。此外，變異數分析也顯示：親信、自己人、外人這三組部屬的評估分數之間，亦有許多項目的差異達到顯著水準。由此可知：主管在評估部屬績效時，確實會受到雙方親信關係之影響；而親信、自己人、外人此一分類方式，對於員工的績效評估偏差之探討，亦具有相當重要的參考價值。

關鍵字

績效評估 ； 評估偏差 ； 親信關係 ； 差序格局

並列摘要

The influence of the Confucian thought and traditional culture makes Chinese attach much importance to interpersonal relationship. Due to the obvious differential matrices existing in Chinese society, confidant relationship plays a very important role on performance appraisal. If there are serious rating biases on employee performance, not only they will affect the accuracy of personnel promotion, transfer, and reward policies, but they also become the rational explanation to the unfair resource allocation. In view of this, this study adopts survey data to analyze the effects of confidant relationship on performance appraisal. This study shows that confidant relationship has significantly positive correlation on performance ratings. Increases in confidant relationship will lead to higher performance ratings. Besides, there are significant differences among the supervisor appraisals toward confidants, insiders, and outsiders. The confidants are appraised the highest, the insiders appraised the second, and the outsiders appraised the last.

並列關鍵字

Performance Appraisal ； Rating Bias ； Confidant Relationship ； Differential Matrices

參考文獻

Balzer, W. K.,Sulsky, L. M.(1992).Halo and Performance Appraisal: A Critical Examination.Journal of Applied Psychology.77(6)

Borman, W. C.(1975).Effects of Instruction to Avoid Halo Error in Reliability and Validity of Performance Evaluation Ratings.Journal of Applied Psychology.60

Carson, K. P.,Cardy, R. L.,Dobbins, G. M.(1992).Upgrade the Employee Evaluation Process.Journal of HR Magazine.37(11)

Cleveland, Jeanette N.,Murphy, Kevin R.,Williams, Richard E.(1989).Multiple Uses of Performance Appraisal: Prevalence and Correlates.Journal of Applied Psychology.74

Dansereau, J. F.,Graen, G.,Haga, W. J.(1975).A Vertical Dyad Linkage Approach to Leadership within Formal Organizations: A Longitudinal Investigation of the Role Making Process.Organizational Behavior and Human Performance.13