360 度回饋系統對企業主管行為改變意圖的影響-以跨國飲料 SC 公司為例

呂宗憲(Tsung-Hsien Lu)

指導教授 ： 林文政

國立中央大學/管理學院/管理學院高階主管企管碩士班/碩士(2008年)

摘要

360 度回饋又稱之為「多元來源回饋」(multiple – source feedback)，其主要的概念是指針對特定的個人，以包含受評者在內的多位評量者來進行評鑑。亦即根據當事人的領導行為或管理才能，由員工自己、上司、直接部屬、同事甚至外部顧客等進行全方位的評量，並在評量之後給予回饋。

基於360 度回饋功能，本研究的目的是探討企業採用360 度回饋系統那些因素(自變數)會影響受評核主管態度(依變數 ) ? 另外亦探討評量訓練(干擾因子)是否會與自變數項產生交互作用進而對依變數項產生影響 ? 當企業能夠了解這些自變數、依變數與干擾因子三者之間的相關性後，在採用360 度回饋系統時可以有更周詳的規劃，如此所得的評核結果會更容易被受評核主管所接受。

本研究是以一家外商跨國飲料公司為例，探討其在台灣分公司的經理級(含)以下的主管，在接受 360度主管管理才能評鑑後的結果分析與其行為改變的態度分析。

本研究發現 : 評核來源能力認知、評核結果正確性知覺、主管內外控人格特質對評核結果接受性知覺是具有顯著性影響的。評核來源能力認知和主管內外控人格特質對主管管理才能改善意圖是具有顯著性的影響。另外在評量訓練
的交互作用效果分析結果顯示 : 評量訓練會與主管的內外控人格特質產生交互作用進而影響主管對評核結果接受性知覺與主管管理才能改善意圖。針對分析之結果，本研究在結論中亦提出管理實務上的意涵並針對研究個案之擴大、研究對象之擴大、研究變數之增加、研究主題之擴充，提出進一步研究的建議。

關鍵字

管理才能 ； 360度回饋 ； 評核來源的能力認知 ； 評核結果接受性知覺 ； 主管管理才能改善意圖

並列摘要

360 degree feedback is also named multiple – source feedback, which aimed at the specific person, including many of the people assessing and assessed, In another word, according to the leader behavior or managerial competency of the persons involved, those employees, chief, directly subordinate, colleague even external customer proceed a complete assessment and return the feedback after the assessment.
On the basis of the function for the 360 degree feedback, the purpose of the research is to probe into the enterprise which adopts those independent variable from 360 degree feedback system will effect the attitude and behavior of those chiefs , when they received the assessment. In addition, we also consider if 360 degree assessment train will result in the interaction with the independent variable and then influence the depend variable. After the enterprises realizes the relationship of the independent variable, dependent variable as well as the interfere factor, they will make the plan more carefully whenever adopting the feedback system. Thus, the result will be more acceptant by those chiefs assessed.
The research is made in accordance with a foreign beverage company which is probed into those superintendents involved the managers and below to analyze the result and attitude changes after taking the 360 degree managerial competency assessment
Something discovered in this research: 1) The quality & fairness of the critics, perceived rating accuracy, internal / external control of the superintendents personality speciality have a correlate significantly to acceptance perceived of rating result. Besides. 2) The quality & fairness of the critics, internal / external control of the superintendents personality speciality have a correlate significantly to the intention of leader managerial competency improvement.
Furthermore, the analysis result of the interaction of 360 degree assessment train reveals that the 360 degree assessment train will result in an interaction with the internal / external control of the superintendents personality speciality, and then influence the acceptance perceived of rating result and the intention of leader managerial competency improvement of the superintendents.
According to the result of the analysis, this research also mentions the intention of the practical management and brings up a suggestion for further research on the expanded study case, the expanded research objects, the increased variable of research and expanded subject of research.

並列關鍵字

Managerial competency ； Acceptance perceived of rating result ； The quality & fairness of the critics ； The intention of leader managerial competency im

參考文獻

張裕隆（民87），我國「管理才能評鑑工具」發展及信效度分析研究，國科會專題研究報告。

沈富鈞 2006年，實施多源評量成功因素、受評者接受度知覺與受評者自我才能發展意圖關聯性之研究

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