| Reference: | 中文部分：
吳家聲、陳奇信（民82）。員工對績效評估態度與工作績效之關係。國科會專題研究計劃。
呂紀嘉（民71）。中外銀行員工個人特性、工作特性、工作經驗與組織承諾的關係。國立政治大學企業管理研究所碩士論文。
李誠等著（民89）。人力資源管理的十二堂課。台北：天下遠見出版股份有限公司。
林邦傑、翁淑緣（民75）。大專人格測驗。教育部訓育委員會。
金樹人（民86）。生涯測驗與自我覺察。測驗與輔導雙月刊，142期，頁2933-2936。
徐世欣（民76）。組織承諾之個案實證研究。國立交通大學管理科學研究所碩士論文。
徐瑋伶（民88）。同儕評量與自評之差異，相對親疏關決策控制力及內外控對團體成員公平知覺之影響。國立政治大學心理研究所碩士論文。
張火燦（民87）。策略性人力資源管理。台北：揚智文化事業股份有限公司。
張春興、林清山（民74年）。教育心理學。台北：東華出版社。
張春興、楊國樞（民69）。心理學。台北：東華出版社。
張裕隆（民87a）。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。
張裕隆（民87b）。360度回饋。國魂月刊，624期，頁73-75。
梁雲霞（民76）。大學生自我統整成就動機性別角色與事業發展之相關研究。國立政治大學教育研究所碩士論文。
莊書彰（民67）。企業家成就動機與新產品創新之關係研究。國立政治大學企業管理研究所碩士論文。
陳玉山（民86）。能力基礎途徑應用在人力資源管理之研究。國立政治大學公共行政研究所碩士論文。
黃英忠（民78）。現代人力資源管理。台北：華泰書局。
黃開義（民73）。個人特質、工作特性、領導型態、工作滿足與組織承諾對離職意願之影響。私立中原大學機械工程研究所碩士論文。
黃麗莉、李茂興（民79）。組織行為：管理心理學理論與實務。楊智文化事業股份有限公司。
褚承明、楊錦洲、張光正（民81）。我國企業實施人力資源規劃之現況分析。人力資源學報第二期，頁1-16。
劉岡憬（民87）。以360度回饋探討主管人員自他評一致性與領導效能關係之實證研究。國立政治大學心理研究所碩士論文。
簡文哲（民77）。評估結果、信賴主管程度、內外控取向、回饋/預期一致性、期望信念對回饋反應影響之研究。私立中原大學企業管理研究所碩士論文。
蘇萍（民73）。臺北市中學生職業發展狀況及其影響因素的研究。國立臺灣師範大學輔導研究所碩士論文。
英文部分：
Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz(Ed). Advances in Experimental Social Psychoogy, 2, 267-299.
Allport, G. W. (1961). Pattern and growth in personality. New York: Holt, Rinehart & Winston.
Antonioni, D. (1994). Improve the performance management process before discontinuing performance appraisals. Compensation and Benefit Review, 26(3), 29-37.
Antonioni, D. (1996). Designing an effective 360-degree appraisal feedback process. Organization Dynamics, 25(2), 24-38.
Aronson, E., & Linder, D. (1965). Gain and loss of esteem as determinants of interpersonal attractiveness. Journal of Experimental Social Psychology, 1, 156-171.
Arthur, D. (1987). Managing human resource in small and mid-size companies, wage and salary and performance appraisals. New York: American Management Association.
Ashford, S. (1989). Self-assessments in organizations: A literature review and integrative model. In commings, L. L., & Staw, B. M.(Eds.), Research in Organizational Behavior, 11, 133-174. Greenwich, CT: JAI Press.
Atwater, L. E., & Yammarino, F. J. (1992). Does self-other agreement on leadership perception moderate the validity of leadership and performance prediction? Personnel Psychology, 45, 141-164.
Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and direction for future research. Personnel Psychology, 41, 63-105.
Barr, S. H., Brief, A. P., & Fulk, J. L. (1981). Correlates of perceived fairness and accuracy of performance. Academy of Management Proceedings, 156-160.
Bernardin, H. J., & Beatty, R. W. (1984). Performance appraisal: Assessing human behavior at work. Boston: PWS-KENT.
Bernardin, H. J., & Cardy, R. L. (1982). Appraisal accuracy: The ability and motivation to remember the past. Public Personnel Management Journal, 11, 352-357.
Bernardin, J. H., & Beattty, R. W. (1987). Can subordinate appraisal enhance managerial productivity? Slogan Management Review, 28(4), 63-73.
Bernardin, J. H., Dahmus, S. A., & Redmon, G. (1993). Attitudes of first-line supervisors toward subordinate appraisals. Human Resource Management, 32, 315-324.
Bernstein, B. L., & Lecomte, C. (1979). Supervisory-type feedback effects: Feedback discrepancy level, trainee psychological differentiation, and immediate responses. Journal of Counseling Psychology, 26, 295-303.
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley & Sons.
Bohl, D. L. (1996). Minisurvey: 360-degree appraisals yield superior result, survey shows. Compensation and benefits review, 26(3), 20-24.
Borman, W. C. (1974). The rating of individuals in organizations: An alternate approach. Organizational Behavior and Human Performance, 12, 105-124.
Boyatzis, R. E. (1982). The competence manager: A model for effective performance. New York: John Wiley & Sons.
Bretz, R. D., Milkovich, G. T., & Read, W. (1992). The current state of performance appraisal research and practice: Concerns, directions, and implications. Journal of Management, 18, 321-352.
Brinberg, D., & Castell, P. (1982). A resource exchange approach to interpersonal attractions: A test of Foa’s theory. Journal of Personality and Social Psychology, 43, 260-269.
Brissett, M., & Nowicki, Jr. S. (1976). Correlates of role indices. Journal of Applied Psychology, 61, 468-472.
Brown, R. B. (1993). Meta-competence: A recipe for reforming competence debate. Personnel Review, 22(6), 25-36.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organization. Administrative Science Quarterly, 19, 533-546.
Burke, R. J., & Wilcox, D. S., (1969). Characteristics of effective employee performance review and development interview, Personnel Psychology, 22, 291-305.
Burke, R. J., Weitzel, W., & Weir, T. (1978). Characteristics of effective employee performance review and development interviews: replication and extension. Personnel Psychology, 31, 903-918.
Cardy, L. Roobert, & Dobbins, H. Gregory (1994). Performance appraisal: Alternative perspectives. Cincinnati: South-Western.
Carroll, S. J., & Schneier, C. E. (1982). Performance appraisal and development of performance in organizations. Glenview Illionis: Scott, Foresman.
Carver, C. S., & Scheier, M. F. (1982). Control theory: A useful conceptual framework for personality-social, clinical, and health psychology. Psychological Bulletin, 92, 111-135.
Cascio, W. F. (1991). Applied psychology in personnel management. (4th ed.). Englewood Cliffs, NJ: Prentice-Hall.
Cascio, W. F. (1992). Managing human resources: Productivity, quality of work life, profits(3rd ed.). NY: McGraw-Hill.
Cofsky, K. M. (1993). Critical keys to competency-based pay. Compensation and Benefits Review, 25(6), 46-52.
Colon, R. (1996). Use of 3600 assessment by public-sector management. Employment Relations Today, 23(1), 1-15.
Cooper, D. R., & Emory, C. W. (1996). Business Research Methods. Times Mirror Pte Ltd. Press.
DeCotiis, T. A., & Petit, A. (1978). The performance appraisal process: A model and some testable propositions. Academy of Management Review, 3, 635-646.
deLeon, L., & Ewen, A. J. (1997). Multi-source performance appraisals. Review of Public Personnel Administration, 17(1), 22-36.
Dipboye, R, L., & de Pointbriand, R. (1981). Correlates of employee relations to performance appraisals and appraisals systems. Journal of Applied Psychology, 66, 248-251.
Edwards, R. M., & Ewen, J. A. (1996). 360□ Feedback: The powerful new model for employee assessment & performance improvement. New York: AMACOM.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Festinger, L. A. (1954). A theory of social comparison process. Human Relation, 7, 117-140.
Folger, R. (1987). Reformulating the preconditions of resentment: A referent conditions model. In J. C. Masters & W. P. Smith(Eds), Social comparison, relative deprivation and social justice: Theoretical, empirical, and policy, perspectives. New York: Pleumm Press.
Glenn, R. M. (1990). Performance appraisal: An unnerving test useful process. Personnel Management, 19, 1-9.
Goodman, P. S. (1977). Social comparison in organization. Chicago, St. clain press.
Gorsline, K. (1996). A competency profile for human resources: No more shoemaker’s children. Human Resource Management, 35(1), 53-56.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. Academy of Management Review, 4, 53-62.
Greenberg, J. (1986). Determinants of perceived fairness of performance evaluations. Journal of Applied Psychology, 71, 340-342.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16(2), P.405.
Greenberg, J., & Folger, R. (1983). Procedural justice, participation and the fair process effect in groups and organizations. In P. B. Paules(Ed.), Basic group processes(pp.235-256). New York: Springer-Verlag.
Gross, S. E. (1995). Compensation for team: How to design and implement team based reward program. New York: American Management Association.
Hall, D. T., Schneide, B. (1972). Correlates of organizational identification as a function of career pattern and organization type. Administrative Science Quarterly, 17, 340-350.
Hall, J. L., Leidecker, J. K., & DiMarco, C. (1996). What we know about upward appraisals of management: Facilitation the future use of UPAs. Human Resource Development Quarterly, 7(3), 209-226.
Halperin, K., Snyder, C. R., Shenlcel, R. J., & Houston, B. K. (1976). Effect of source status and message favorability on acceptance of personality feedback. Journal of Applied Psychology, 61, 85-88.
Harris, M. M., & Schaubroeck, J. (1988). A meta-analysis of self-supervisor, self-peer, and peer-supervisor ratings. Personnel Psychology, 41, 43-62.
Hayes, J. L. (1979). A new look at managerial competence: The AMA model of worthy performance. Management Review, 68(11), 2-3.
Hazucha, J. F., Hezlett, S. A., & Schneider R. J. (1993). The impact of 360-degree feedback on management skills development. Human Resource Management, 32, 325-351.
Hrebiniak, L. G., & Alutto, J. A. (1972). Personal and role-related factors in the development of organizational commitment. Administrative Science Quarterly, 17, 555-573.
Huse, E. F. (1967). Performance appraisal - a new look. Personnel Administrations, 3, 16-18.
Ilgen, D. R., Fisher, C. A., & Taylor, M. S. (1979). Consequences of individual feedback on behavior in organization. Journal of Applied Psychology, 64, 349-371.
Ilgen, D. R., Hamstra, B. W. (1972). Performance satisfaction as a function of the difference between expected and reported performance at five levels of reported performance. Organizational Behavior and Human Performance, 7, 386-410.
Ilgen, D. R., Shrauger, J. S., & Schoenemann, T. J. (1979). Symbolic interaction view of self-concept: Through the looking glass darkly. Psychological Bulletin, 86, 549-573.
Jackson, D. N. (1967). Personality Research Form Manual. New York: Research Psychologist’s press.
Jones, R. G., & Whitmore, M. D. (1992). When will developmental feedback from an assessment center make a different in people’s careers? In W. W. Tornow(Chair), Employee’s reactions to alternative sources of development feedback, Symposium conducted at the Seventh Annual Conference of the Society for Industrial and Organizational Psychology, Montreal, Quebec.
Kaplan, R. E. (1993). 360-degree feedback plus: Boosting the power of coworker ratings for executives. Human Resource Management, 32, 299-314.
Kinicki, A. J., & Vecchio, R. P., (1994). Influences on the quality of supervisor subordinate relations: The role of time-pressure, organizational commitment and locus of control. Journal of Organizational Behavior, 15(1), 75-82.
Klagge, J. (1995). 360-degree sociometric feedback for individual and organization change. Public Administration Quarterly, 19(3), 352-366.
Klein, A. L. (1996). Validity and reliability for competency-based system: Reducing litigation risks. Compensation and Benefits Review, 28(4), 31-37.
Klein, S. M., & Kraut, A. I., & Wolfson, A. (1971). Employee reactions to attitude survey feedback: A study of the impact of structure and process. Administrative Science Quarterly, 16, 497-514.
Klimoski, R. J., & London, M. (1974). Role of the rater in performance appraisal. Journal of Applied Psychology, 51, 369-381.
Koch, J. D., & Steers, R. M. (1978). Job attachment, satisfaction and turnover among public sector employees. Journal of Vocational Behavior, 12, 119-128.
Korman, A. (1976). Hypothesis of work behavior revisited and an extension. Academy of Management Review, 1, 50-63.
Korsgaard, M. A., & Roberson, L. (1995). Procedural justice in performance evaluation: The role of instrumental and non-instrumental voice in performance appraisal discussions. Journal of Management, 21(4), 657-669.
Landy, F. J., & Farr, J. L. (1980). Performance ratings. Psychological Bulletin, 87, 72-107.
Landy, F. J., Barnes, J. L., & Murphy, K. R. (1978). Correlates of perceived fairness and accuracy of performance evaluation. Journal of Applied Psychology, 63, 751-754.
Landy, F. J., Barnes-Farrell, J., & Cleveland, J. N. (1980). Perceived fairness and accuracy of performance evaluation: A follow-up. Journal of Applied Psychology, 65, 355-356.
Latham, G. P., & Wexley, K. N. (1981). Increasing productivity through performance appraisal.. Reading, Massachusetts: Addison-Wesley Publishing Co.
Latham, G. P., & Wexley, K. N. (1994). Increasing productivity through performance appraisal. (2nd ed.). Reading : Addison-Wesley.
Latham, G. P., Cummings, L. L., & Mitchell, T. R. (1981). Behavior strategies to improve productivity, Organizational Dynamics, 8(3), 5-23.
Lazer, R. I., & Wikstrom, W. S. (1979). Appraising managerial performance: Current practices and future directions. NY: Conference Board.
Ledford, G. E. (1995). Paying for the skill, knowledge, and competencies of knowledge workers. Compensation and Benefits Review, 27(4), 55-62.
Lefcourt, H. M. (1966). Internal versus external control of reinforcement: A review. Psychological Bulletin, 65, 206-220.
Lefcourt, H. M. (1982). Locus of control: current trends in theory and research(2nd ed.). Hillsdale, NJ: Erlbaum.
Levinson, H. (1965). Reciprocation: The relationship between man and organization. Administrative Science Quarterly, 9, 370-390.
Liden, R. C., & Mitchell, T. R. (1985). Reactions to feedback: The role of attributions. Academy of Management Journal, 28, 291-308.
Littig, L. W., & Yeracaris, C. A. (1965). Achievement Motivation and intergenerational occupational mobility. Journal of personality and social psychology, 1, 386-389.
Locke, E. A., & Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice-Hall.
Locke, E. A., Cartledge, N., & Koeppel, J. (1968). Motivational effects of knowledge of results: A goal-setting phenomenon. Psychological Bulletin, 70, 474-485.
Locke, E. A., Shaw, K. N., Sarri, L. M>, & Latham, G. P. (1981). Goal setting and task performance: 1969-1980. Psychological Bulletin, 90, 125-152.
London, M., & Beatty, W. R. (1993). 360-degree feedback as a competitive advantage. Human Resource Management, 32, 353-372.
London, M., & Smither, J. W. (1995). Can Multi-source feedback change perceptions of goal accomplishment, self-evaluations, and performance-related outcomes? Theory-based applications and directions for research. Personnel Psychology, 48, 803-839.
Lord, R., & Hanges, P. (1987). A control system model of organizational motivation. Behavioral Science, 32, 357-378.
Luthas, F. (1995). Organizational Behavior. McGraw-Hill.
March, J. G., & Simon, H. A. (1958). Organizations. New York: Wiley.
Maurer, T., & Tarulli, B. (1996). Acceptance of peer/upward performance appraisal systems: Role of work context factors and beliefs about managers’ development capability. Human Resource Management, 35, 217-241.
McCall, M. W., & Lombardo, M. M. (1983). What makes a top executive?. Psychology Today, 26-31.
McClelland, D. C. (1961). The Achieving Society. Princeton, N. J.: D. Van Nostrand.
McClelland, D. C. (1973). Testing for competence rather for “intelligence”. American Psychologist, 28(1), 1-24.
McClelland, D. C. (1985). How motives, skill, and values determine what people do. American Psychologist, 40, 812-825.
McClelland, D. C., & Burnham, D. H. (1976). Power is the great motivator. Harvard Business Review, 54(2), 100-110.
McClelland, D. C., (1961). The achieving society. Princeton, NJ: Van Nostrand.
McClelland, D. C., 7 Burnham, D. H. (1976). Power is the Great Motivator. Harvard Business Review, 54, 2, 100-110.
McCormick, E. J., & Ilgen, D. R. (1985). Industrial and organizational psychology. (8th ed.). NJ: Prentice-Hall.
McDonald, A. Robert (1997). Intention to use feedback in single and multi-source performance appraisal systems. A dissertation submitted to the University at Albany in Partial Fulfillment of the Requirement for the Degree of Doctor of Philosophy.
McEvoy, G. M., & Buller, P. F. (1987). User acceptance of peer appraisals in an industrial setting. Personnel Psychology, 40, 785-797.
Meyer, H. H. (1980). Self appraisal of job performance. Personnel Psychology, 33(2), 291-295.
Meyer, J., & Allen, N. (1984). Testing the “side bet theory” of organizational commitment: Some methodological consideration. Journal of Applied Psychology, 72, 638-642.
Milliman, J. F., Zawacki, R. A., Norman, C., Powell, L., & Kirksey, J. (1994). Companies evaluate employees from all aspects. Personnel Journal 73, 99-103.
Mohrman, A. M., Resnick-West, S. M., & Lawler III. E. E. (1990). Designing performance appraisal systems: Aligning appraisals and organizational realities. San Francisco: Jossey-Bass.
Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perception influence employee citizenship? Journal of Applied Psychology, 76(6), 845-855.
Morris, D. (1996). Using competency development tools as a strategy for change in the human resources function: A case study. Human Resource Management, 35(1), 35-51.
Moses, J., Hollenbeck, G. P., & Sorcher, M. (1993). Other people’s expectations. Human Resource Management, 32(2?), 283-297.
Mowday, R. T., Poter, L. W., & Steers, R. M. (1982). Employee-Organizational linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
Muchinsky, P. M. (1997). Psychology applied to work: An introduction to industrial and organizational psychology(4th ed.). California: Brooks/cole.
Murlis, H., & Fitt, D. (1991). Job evaluation in a change world. Personnel Management, 23(5), 39-43.
Murphy, K. R., & Cleveland, J. N. (1995). Understanding performance appraisal: Social, organizational, and goal-based perspectives. Thousand Oaks, California: Sage.
Murray, H. A. (1938). Explorations in personality: A clinical and experimental study of fifty men of college age(80-81). New York: Oxford University Press.
Nadler, D. A. (1977). Feedback and organization development: Using data-based methods. Reading, Mass: Addison-Wesley.
Noe, R. A. (1986). Trainees, attributes and attitudes: Neglected influences on training effective3ness. Academy of Management Review, 11, 736-749.
Noe, R. A., & Wilk, S. L. (1991). Investigation of the factors that influence employees’ participation in development activities. Manuscript under review.
Noe, R. A., & Wilk, S. L. (1993). Investigation of the factors that influence employees’ participation in development activities. Journal of Applied Psychology, 78, 291-302.
Nowack, K. M. (1993). 360-Degree Feedback: The whole story. Training and Development Journey, 47(1), 69-72.
O’Reilly, B. (1994). 360-degree feedback can change your life. Fortune, 130(8), 71-74.
Payne, R. B., & Hauty, G. T. (1955). The effect of psychological feedback upon work decrement. Journal of Experimental Psychology, 50, 343-351.
Porter, M. E. (1985). The contributions of industrial organization strategic management. Academy of Management Review, 6(4), 609-620.
Raelin, J. A., & Cooledge, A. S. (1995). From generic to organic competencies. Human Resource Planning, 18(3), 24-33.
Robbins, S. P. (1993). Organizational behavior(6th ed.). N.J.:Prentice-Hall.
Robbins, S. P. (1996). Organizational behavior(7th ed.). N.J.:Prentice-Hall.
Roberts, G. E. (1995). Developmental performance appraisal in municipal government. Review of Public Personnel Management, 15(3), 17-43.
Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs, 80(1, whole, no.609).
Rotter, J. B. (1971). External control and internal control. Psychology Today, June 1971, 42.
Rotter, J. B., Chance, J. E., & Phares, E. J. (1972). Applications of a social learning theory of personality. New York: Holt, Reinehart & Winston.
Secunda, M. D. (1984). Employee perceptions of performance appraisal system: Causal determinants of fairness , accuracy, and acceptability. Ph.D. dissertation, Old Dominion University.
Sevy, B. A., Olson, R. D., McGuire, D. P., Fraser, M. E., & Paajanen, G. (1985). Management skills profile research report and technical manual. Minneapolis MN: Personnel Desision.
Sherman, A. W. Jr., & Bohlander, G. W. (1992). Managing Human Resources. (9th ed.). Cincinnati: South-Western.
Shore, L. M., & Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76(5), 637-643.
Shrauger, J. S. (1975). Responses to evaluation as a function of initial self-perceptions. Psychological Bulletin, 82, 581-596.
Sigall, H., & Aronson, E. (1967). Opinion changes and the gain-loss model of interpersonal attraction. Journal of Experimental Psychology, 3, 178-188.
Smith, P. C. (1976). Behaviors, results, and organizational effectiveness: The problem of criteria. In Dunnette MD (ed.)., Handbook of industrial and organizational psychology. (2nd ed., pp. 745-755). Chicago: Rand-Mcnally.
Smither, J. W., & London , M. (1995). An examination of the effects of an upward feedback program over time. Personnel Psychology, 48, 1-34.
Smither, J. W., London, M., Millsap, R. E., & Salvemini, N. (1995). An examination of the effects of upward feedback program over time. Personnel Psychology, 48(1), 1-34.
Spector, P. (1987). Interactive effects of perceived control and job stressors on affective reactions and health outcomes for clerical workers. Work & Stress, 1(2), 155-162.
Spencer, L. M., Jr. (1995). Reengineering Human Resource. New York: John Wiley & Sons.
Spencer, L. M., Jr., & Spencer S. M. (1993). Competence at Work: Models for Superior Performance. New York: John Wiley & Sons.
Steers, R. M., & Porter, L. W. (1979). Motivation and work behavior, NY: McGraw-Hall.
Stephen, & Cvaig (1982). Performance appraisal and review systems. Scote: Foresman and company.
Sweeney, P. D., McFarlin, D. B., & Cotton, J. L. (1991). Locus of control as a moderator of the relationship between perceived influence and procedural justice. Human Relations, 44(4), 333-342.
Taylor, M. S. (1981). The effects of feedback consistency: One test of a model. Paper presented at annual meeting of The Academy of Management, San Diego, CA.
Taylor, M. S., Fisher, C. D., & Ilgen, D. R. (1984). Individual’s reactions to performance feedback in organization: A control theory perspective. In K. M. Rowland and G. R. Ferris (Eds.), Research in personnel and human resources management Vol. 6 (pp.81-124). Greenwich, CT: JAI Press.
Thomas, C. K. (1978). How to improve human performance. New York: Harper & Row.
Tornow, W. (1993). Perception or reality: Is multi-perceptive measurement a means or an end? Human Resource Management, 32, 221-230.
Tornow, W. W. (1993). Editor’s note: Introduction to special issue on 360-degree feedback. Human Resource Management, 32, 262-271.
Tracey, J. B., Tannenbaum, S. I., & Kavanagh, M. J. (1995). Applying trained skills on the job: The importance of the work environment. Journal of Applied Psychology, 80, 239-252.
Tuckman, B. W., & Oliver, W. F., (1968). Effectiveness of feedback to teachers as a function of source. Journal of Educational Psychology, 59, 297-301.
Van Velsor, E., & Leslie, J. B. (1991). Feedback to Managers 1991. Reports #149R & #150R. Greensboro, NC: Center for Creative Leadership.
Van Velsor, E., Taylor, S., & Leslie, J. (1993). An examination of the relationships among self-perception accuracy, self-awareness, gender, and leader effectiveness. Human Resource Management, 32, 249-264.
Vroom, V. H. (1964). Work and motivation. New York: Wiley.
Waldman, A. D., Atwater, E. L., & Antonioni, D. (1998). Has 360 degree feedback gone amok? Academy of Management Executive, 12(2), 86-94.
Weiner, B., Frieze, I., Kukla, A., Reed, L., Rest, S., & Rosenbaum, R. M. (1971). Perceiving the causes of success and failure. N. J.: General Learning Press.
Wexley, K. N., & Baldwin, T. T. (1986). Management development. Journal of Management, 12, 274-294.
Wexley, K. N., & Klimoski, R. (1984). Performance appraisal: An update. In Rowland KM, Ferris GR (Eds.)., Research in personnel and human resources management, Greenwich, CT:JAI Press., 2, 35-79.
Witt, L. A. (1991). Exchange ideology as a moderator of job attitudes-organizational citizenship behaviors relationships. Journal of Applied Social Psychology, 21, 1490-1501.
Woodruffe, C. (1991). Competence by any other name. Personnel Management, 23(9), 30-33.
Yammarino, F. J., & Atwater, L. E. (1993). Understanding self-perception accuracy: Implications for human resource management. Human Resource Management, 32, 231-247.
Yammarino, F. J., & Atwater, L. E., (1997). Do managers see themselves as others see them? Implications of self-other rating agreement for human resources management. Organizational Dynamics, Spring, 35-44.
Yeung, A. K. (1996). Competencies for HR professionals: An interview with Richard E. Boyatzis. Human Resource Management, 35(1), 119-131.
Yukl, G. A. (1987). A new taxonomy for integrating diverse perspectives on managerial behavior. Paper presented at the American Psychological Association Meeting, New York.
Yukl., G., & Leipsinger, R. (1995). 360-degree ffedback: What to put into to get the most out of it. Training, 32, 45-51.
Zammuto, R. F., London, M., & Rowland, K. M. (1982). Organization and differences in performance appraisals. Personnel Psychology, 35, 643-658. |
