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    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:[Department of Psychology] Periodical Articles

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