English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 113311/144292 (79%)
Visitors : 50935482      Online Users : 941
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
    •  Adv. Search
    Home ‧ Login ‧ Upload ‧ Help ‧ About ‧ Administer Goto mobile version
    政大機構典藏 > 理學院 > 心理學系 > 期刊論文 >  Item 140.119/66959


    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/66959


    Title: 同儕提名法在圍體活動中評鑑初中階主管之應用
    Other Titles: Managerial Assessment by Peer Nomination in Group Exercises
    Authors: 李俊明;張裕隆
    Lee, Chun-Ming;Chang, Yue-Loong
    Contributors: 心理系
    Keywords: 同儕提名;核心才能;主管評鑑;團體活動;peer nomination;competency;managerial assessment;group exercise
    Date: 2001.06
    Issue Date: 2014-06-27 14:18:48 (UTC+8)
    Abstract: 本研究的主要目的在於針對主管發展一套同儕提名評鑑工具，並進一步探討其信度與效度以及內部機制與影響因素。研究者首先針對某證券公司之初階與中階主管進行工作分析，並根據重要管理能力設計活動與評鑑工具。研究者並藉由自編考核表、該公司現有的主管考核資料、部屬滿意度調查結果、以及追蹤活動後兩年內晉升次數等來代表受評主管的工作績效，並據以探討同儕提名評鑑工具與主管人員工作績效之問的關係。結果顯示：同儕提名法評鑑工具的評分者間信度甚高，肯德爾和諧係數為.28-.62，均達.01以上顯著水準，評分者內信度的中位數亦達.81；至於效度方面，以考核表總分、優於部門同仁、晉升潛力、領導能力、忠誠度、過去三年考績、部屬滿意度、兩年內晉升次數等為效標變項，針對初階與中階主管進行迴歸分析，效度係數中位數分別為.67與.56。此外，為進一步瞭解同儕提名法之內部機制與影響因素，研究者綜合調查結果與追蹤晤談資料，嘗試提出一個模式來加以說明。最後，研究者提出本研究之限制、後續研究方向、及全業實務應用等之建議。
    The purpose of this study is to develop a managerial assessment system of peer nomination, to investigate the system`s reliability and validity, and to clarify the influencial factors and psychological mechanism. After gathering the job-analysis information by questionnaire (N=86) and interview (N=16), the researchers developed managerial competencies, peer nomination form, group exercises, and criteria questionnaire. Seventy-five supervisors participated the group exercises, twenty-six of those samples joined the follow-up interviews, and forty-eight supervisors were analyzed for the follow-up validation after two years. The results showed that: (l) the interrater reliability (Kandll coeffient) was .28-.62, and the median of intrarater reliability reached .81; (2) the median of validity was .67 for 1st level managers and .56 for middle level managers. The researchers combined the results of feedback questionnaire and follow-up in-depth interview, then developed a hypothetical model to clarify the mechanism of peer nomination.
    Relation: 應用心理研究,10,97-133
    Data Type: article
    Appears in Collections:[心理學系] 期刊論文

    Files in This Item:

    File Description SizeFormat
    97133.pdf688KbAdobe PDF2684View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback