任務性、脈絡性及適應性績效對晉升力之影響 - 臺灣聯合大學博 ...

作者: 俞志緯. 作者(外文):, Chih-wei Yu. 論文名稱: 任務性、脈絡性及適應性績效對晉升力之影響. 指導教授: 林文政. 學位類別: 碩士. 校院名稱: 國立中央大學. 資料載入處理中... 網站地圖| 首頁| 本站說明| 聯絡我們| 圖書館首頁| 常見問題| 網路資源| 操作說明| 表單下載| English 簡易查詢 進階查詢 論文瀏覽 熱門排行 我的研究室 上傳論文 查詢審核進度 帳號：guest(159.65.11.210)          離開系統 字體大小：       詳目顯示 第1筆/ 共1筆  /1頁 以作者查詢圖書館館藏、以作者查詢臺灣博碩士、以作者查詢全國書目、勘誤回報 論文基本資料 摘要 外文摘要 目次 參考文獻 全文 作者:俞志緯作者(外文):Chih-weiYu論文名稱:任務性、脈絡性及適應性績效對晉升力之影響指導教授:林文政學位類別:碩士校院名稱:國立中央大學系所名稱:人力資源管理研究所在職專班學號:994307004出版年:101畢業學年度:101語文別:中文論文頁數:28中文關鍵詞:任務性績效、脈絡性績效、適應性績效、員工晉升力相關次數: 推薦:0點閱:373評分:下載:80收藏:0 過去的文獻指出員工的工作績效對其晉升力具有預測效果，同時學者亦陸續將工作績效區分為三種各自獨立的績效構面(包含任務性、脈絡性及適應性績效)，但迄今卻尚未有研究探討這三種績效構面對晉升力的影響，有鑑於此，本研究藉由區分工作績效構面對晉升力評分的影響，將能了解任務性、脈絡性、適應性績效是否影響主管對於部屬晉升力的評分；此外，透過本研究結果可探究任務性、脈絡性與適應性績效中，哪一種績效對員工晉升力評分有最強的預測能力。

本研究採取跨產業樣本蒐集的方式，共回收243份有效問卷，並以敘述性統計分析，信、效度分析，驗證性因素分析及階層迴歸分析等方式，檢驗數據資料並驗證本研究之假設。

根據迴歸分析的結果顯示，若從績效主構面來看並同時考慮三種績效時，僅有適應性績效對晉升力評分具顯著正向影響，其餘任務性績效及脈絡性績效則無預測效果。

若再細分各績效子構面，則結果顯示對晉升力評分具顯著正向影響者，依序為壓力管理、工作奉獻、創新思考、危機處理。

Previousresearchhasdemonstratedtheimpactofjobperformanceonemployeepromotability.However,evenotherliteraturehasdividedjobperformanceintothreeseparatefacets,includingtaskperformance,contextualperformanceandadaptiveperformance,yetfurtherresearchofhowthesethreefacetsinfluencepromotabilityhasbeenpresented.Inthisstudy,it’sbetterunderstoodtheimpactoftaskperformance,contextualperformanceandadaptiveperformancealtogetheronpromotability,andalsofoundwhatspecificperformanceaspectisbestpredictiveofpromotability.243validquestionnairesfrommultipleindustrieswerecollectedinthepresentinvestigation.Weadoptedanalysisofdescriptivestatistics,reliability,validity,confirmatoryfactorandhierarchicalregressiontotestdataandalsoexamineassumptionofthisstury.Accordingtotheresultofhierarchicalregressionanalysiswiththreemainperformances,onlyadaptiveperformanceinfluencedpromotability.Whileanalyzingwithdetailedaspectsofthreeperformance,theresultindicatedthatthehandlingworkstress,jobdedication,solvingproblemscreativelyandhandlingemergencies/crisissituationscouldpredictpromotability. 摘要i目錄iii表目錄iv第一章研究動機與目的1第二章文獻探討及假設4第一節任務性、脈絡性及適應性績效4第二節晉升力評分7第三節績效與晉升力評分的關係8第三章研究方法11第一節研究對象與程序11第二節研究變項衡量11第四章研究結果14第一節衡量變項模式區別效度14第二節敘述統計與相關分析15第三節階層迴歸分析17第五章結論與建議19第一節結論與討論19第二節對學術與實務的貢獻20第三節管理意涵21第四節研究限制與建議22參考文獻24 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