Reference: | 一、中文部份 杜拉克(Drucker, P. F.)著,劉毓玲譯(2000)。21世紀的管理挑戰。台 北:天下遠見出版社。 徐宜輝(1997)。職業軍官個人屬性、組織氣候、工作壓力、工作滿足之 關聯性研究。淡江大學管理科學研究所碩士論文。 孫敏華、許如亨(2001)。軍事心理學。台北:心理出版社。 郭乃瑋(1998)。探討影響員工三百六十度績效評估態度之因素。私立東 吳大學企業管理研究所碩士論文。 陳玉山(1997)。能力基礎途徑應用在人力資源管理之研究。政治大學公 共行政研究所碩士論文。 陳志鈺(2001)。百貨業樓面管理人員職能量表之建立-以某百貨公司為 例。國立中央大學人力資源管理研究所。 張裕隆(1997)。三百六十度回饋(一)。國魂,624期,73-75。 張裕隆(1998)。我國「管理才能評鑑工具」發展及信效度分析研究 (Ⅰ)。國科會專題研究報告。 張裕隆(2001)。管理才能測驗發展及信效度分析。應用心理研究,10 期,65-95。 張裕隆(2002)。我國管理才能模式、心理測驗、與360度回饋之發展。 台北:桂冠圖書股份有限公司。 曾麗娟(2001)。國軍軍官人格特質、工作行為表現與工作績效之關連性 研究—以連輔導長為例。復興崗學報,72期。 鄧國宏(2000)。主管管理才能評鑑量表之建立與信、效度分析-以某商 銀為例。國立中央大學人力資源管理研究所碩士論文。 劉怡君(1998)。製藥業中高階管理者「管理才能」評鑑量表之建立。國 立中央大學人力資源管理研究所碩士論文。 劉岡憬(1998)。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。 鄭瀛川、王榮春、曾河嶸(1997)。績效管理。台北:世台管理顧問股份 有限公司。 韓特(Hunt, M.)著,李斯譯(2000)。心理學的世界:類型與發展。台 北:究竟出版社。 二、英文部份 Anderson, C., Warner, J. L., & Spencer, C.C. (1984). Inflation bias in self-assessment examinations: Implications for valid employee selection. Journal of Applied Psychology, 69, 574- 580. Ashford, S. (1989). Self-assessments in organizations:A literature review and integrative model. In L. L. Commings & B. M. Staw (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 perceptions moderate the validity of leadership and performance prediction? Personnel Psychology, 45, 141-164. Beehr, T. A., Ivanitskaya, L., Hansen, C. P., Erofeev, D., & Gudanowski D. M. (2001). Evaluation of 360 degree feedback rating:relationships with each other and with performance and selection predictors. Journal of Organizational Behavior, 22, 775-788. Berk, A. R. (1986). Performance assessment: Methods & applications. Baltimore: The Johns Hopkins University Press. Bernardin, H.J., Dahmus, S.A., & Redmon, G. (1993). Attitudes of first-line supervisors toward subordinate appraisal. Human Resource Management, 32, 315-324. 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. Boyatzis, R. E. (1999). Self-directed change and learning as a necessary meta-competency for success and effectiveness in the 21st century. In R. Sims & J. G. Veres(Eds.), Keys to employee success in the coming decades (pp.15-32). Westport, CT:Greenwood. Brown, R. B. (1993). Meta-competence: A recipe for reforming competence debate. Personnel Review, 22(6), 25-36. Cardy, L. R., & Dobbins, H. G. (1986). Affect and appraisal accuracy: Liking as an integral dimension in evaluating performance. Journal of Applied Psychology, 71, 672-678. Cardy, L. R., & Dobbins, H. G. (1994). Performance appraisal: Alternative perspectives. Cincinnati:South-Western. Cascio, W. F. (1998). Applied psychology in human resource management (5th edition). N.J.: Prentice Hall. Chang, Y. L. (1999). 360-degree feedback and managerial performance: A new perspective of managerial assessment and development in Taiwan. Paper presented at Annual Conference of International Council of Psychologists. Salem, Massachusetts, U.S.A. Church, A. H. (1997). Managerial self-awareness in high- performing individuals in organizations. Journal of Applied Psychology, 82, 281-292. Church, H. A., & Bracken, W. D. (1997). 360-Degree Feedback Systems. Thousand Oaks, CA:Sage Publications, Special Issue of Group & Organization Management , June. Cofsky, K. M. (1993). Critical keys to competency-based pay. Compensation and Benefits Review, 25(6), 46-52. deLeon, L., & Ewen, A. J. (1997). Multi-source performance appraisals. Review of Public Personnel Administration, 17 (1), 22-36. Edwards, R. M. (1989). Making performance appraisals meaningful and fair. Business, Jul-Sep, 17-25. Edwards, R. M. (1990). An alternative to traditional appraisal systems. Supervisory Management, 3. Edwards, R. M., & Ewen, J. A. (1996). 360°Feedback: The powerful new model for employee assessment & performance improvement. New York: AMACOM. Farh, J. L., Dobbins, G. H., & Cheng, B. S.(1991). Cultural relativity in action: A comparison of self-ratings made by Chinese and U. S. Workers. Personnel Psychology, 44, 129-147. Fletcher, S. (1992). NVQs, standards and competence: A practice guide for employers, management and trainers. London: Kogan page. Fox, S. & Bizman, A. (1987). Differential dimensions employed in ration subordinates, peer, and supervisors. The Journal of Psychology, 122, 73-382. Fox, J., & Klein, C. (1996). The 360-degree evaluation. Public Management, Nov., 20-22. Gatewood, R. D., & Field H. S. (1998). Human resource selection (4th edition). Fort Worth: Dryden Press. Gordon, S. R. (2001). American Society for Training and Development Maximizing the Impact of 360 Degree Feedback. Http://list.wlw.co.jp/learning_age/seminer Gorsline, K. (1996). A competency profile for human resources:: No more shoemaker’s children. Human Resource Management, 35 (1), 53-56. Gross, F. A., & Levy, P. E. (1998). Do 360-degrefeedback appraisal predict managerial effectiveness? Paper presented at the 13th Annual Conference of the Society for Industrial and Organizational Psychology, Inc. Dallas, Texas. Guglielmino, P. J. (1979). Developing the top-level executive for the 1980’s and beyond. Training and Development Journal, 34(4), 12-14. Harris, M. M., & Schaubroeck, J. (1988). A meta-analysis of self-supervisor, self-peer, and peer-supervisor ratings. Personnel Psychology, 41, 43-62. 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. Katz, R. L. (1955). Skills and an effective administrator. Harvard Business Review, 33, 32-44. Klein, A. L. (1996). Validity and reliability for competency- based system: Reducing litigation risks. Compensation and Benefits Review, 28(4), 31-37. Kochanski, J. K. (1996). Introduction to special issue on human resource competencies. Human Resource Management, 35(1), 3-6. Lance, C. E. (1994). Test of a structure of performance ratings derived from Wherry’s(1952)theory of rating. Journal of Management, 20, 757-772. Lance, C. E., Teachout, M. S., & Donnelly, S. A.(1992). Specification of the criterion construct space:An application of hierarchical confirmatory factor analysis. Journal of Applied Psychology, 77, 437-452. Landy, F. J., & Farr, J. L. (1980). Performance ratings. Psychological Bulletin, 87, 72-107. Lassiter, D. (1996). A user guide to 360-degree feedback. Performance & Instruction, May/June, 12-15. Lawler, E. E. (1967). The multitrait-multirater approach to measuring managerial job performance. Journal of Applied Psychology, 51, 369-381. Ledford, G. E. (1995). Paying for the skill, knowledge, and competencies of knowledge workers. Compensation and Benefits Review, 27(4), 55-62. Locher, A. H., & Teel, K. S. (1988). Appraisal trends. Personnel Journal, 67,139-145. Lombardo, M., & McCauley, C. (1994). Benchmarks:A manual and train’s guide. Greensboro. NC:Center for creative Leadership. London, M. & Smither, J. W. (2002). Feedback orientation, feedback culture, and the longitudinal performance management process. Human Resource Management Review, 12,81- 100. London, M., Wohlers, A. J., & Gallagher, P. (1990). A feedback approach to management development. Journal of Management Development, 9(6), 17-31. Longenecker, C. O., Sims, H. P., & Gioia, D. A. (1987). Behind the mask: The politics of employee appraisal. Academy of Management Executive, 1, 183-193. Mabe, P., & West, S. (1982). Validity of self-evaluation of ability:A review and meta-analysis. Journal of Applied Psychology, 67, 282-296. McCall, M. W., & Lombardo, M. M. (1983). What makes a top executive?. Psychology Today, 26-31. McClelland, D.C.(1973). Testing for competence rater than for intelligence. American Psychologist, 28 ,1-14. McClelland, D. C. (1994). The knowledge-testing educational complex strikes back. American Psychologist, 49, 66-69. McClelland, D. C. (1998). Identifying competencies with behavior-event interviews. Psychological Science, 9(5), 331- 339. McEvoy, G. & Buller, P. F. (1987). User acceptance of peer appraisals in an industrial setting. Personnel Psychology, 40, 785-797. Moses, J., Hollenbeck, G. P., & Sorcher, M. (1993). Other people’s expectations. Human Resource Management, 32, 283- 297. Muchinsky, P. M. (1997). Psychology applied to work:An introduction to industrial and organizational psychology (5th edition). Brooks/Cole Publishing Company. Murphy, K. R., & Cleveland, J. N. (1995). Understanding performance appraisal: Social, organizational, and goal- based perspectives. Thousand Oaks, CA: Sage Publications, Inc. 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. Parry, S. B. (1998). Just what is a competency? Training, 35, 58-64. Podsakoff, P., & Organ, D. (1986). Self-reports in organizational researches: Problems and prospects, Journal of Management, 12, 531-544. Quinn, E. R., Faerman, R. S., Thompson, P. M., & Mcgrath, P. M. (1990). Becoming a Master Manager: A Competency Framework, N. Y.: John Wiley & Son. Raelin, J. A., and Cooledge, A. S. (1995). From generic to organic competencies. Human Resource Planning, 18(3), 24-33. 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. Spencer, L. M. & Spencer S. M. (1993). Competence at work: Models for superior performance. NY:John Wiley & Sons. Thornton, G. (1980). Psychometric properties of self-appraisal of job performance. Personnel psychology, 33, 262-271. Thornton, G. C. III, & Byham, W. C. (1982). Assessment centers and managerial performance. New York:Academic Press. Tornow, W. W. (1993). Editor’s note: Introduction to special issue on 360-degree feedback. Human Resource Management, 32, 211-219. 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. Vinson, N. M. (1996). The pros and cons of 360-degree feedback: Making it work. Training & Development, Apr., 11-12. Wayne, S. J., & Ferris, G. R. (1990). Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and a field study. Journal of Applied Psychology, 75, 487-499. Wexley, K. N., & Baldwin, T. T. (1986). Management development. Journal of Management, 12, 274-294. Wherry, R. J. (1952). The control of bias in ratings:VIII. A theory of rating. PRB Report No. 922, Department of Army. Wherry, R. J., & Bartlett, C. J. (1982). The control of bias in ratings: A theory of rating. Personnel Psychology, 35, 521- 551. Winter, D. G., McClelland, D. C. & Stewart, A. J. (1981). A new case for the liberal arts:Assessing institutional goals and student development. San Francisco:Jossey-Bass. 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. 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. A. (1989). Leadership in Organizations. NJ: Prentice Hall. Yukl, G., & Leipsinger, R. (1995). 360-degree feedback:What to put into to get the most out of it. Training, 32, 45-51. Zazanis, M. M., Zaccaro, S. J., & Kilcullen, R.N. (2001). Identifying Motivation and Interpersonal Performance Using Peer Evaluations. Military Psychology, 13(2), 73-88. |