績效回饋在績效管理當中是不可忽視的一個環節，因為績效回饋可以讓員工了解過去某段時間內在工作上的表現，對於員工在未來的工作投入與改善績效有著重要的依據。故本研究提出不同的績效回饋內容(建設性/非建設性)與績效回饋訊號(正面/負面)對於工作投入的影響以及對主管信任與人際公平知覺與回饋接受度的中介效果。
　　本研究採2(績效訊號)X2(績效建設性)的雙因子實驗設計，主要透過四組實驗操弄情境來了解績效回饋接受者，對工作投入的影響、以及對主管信任、回饋接受度、人際公平知覺的中介效果，實驗對象為一般企業內有績效評估或績效管理之員工。

　　研究結果顯示：績效回饋訊號、績效回饋建設性對於工作投入存在有主效果，績效回饋訊號、績效回饋建設性也對於對主管信任與人際公平知覺存在主效果；同時對主管信任與人際公平知覺也對於工作投入存在主效果。但將績效回饋訊號、績效回饋建設性與對主管信任與人際公平知覺同時對工作投入作用時，績效回饋訊號、績效回饋建設性原先的解釋力便消失，因此對主管信任與人際公平知覺產生了完全中介的效果。

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目 錄
致謝詞 1
摘要 2
目 錄 3
第一章 緒論 7
第一節 研究背景、動機與目的 7
第二節 研究目的 8
第二章 文獻探討 9
第一節 績效管理與績效評估 9
第二節 績效評估 12
第三節 回饋與績效回饋 15
第四節 對主管信任 27
第五節 人際公平知覺 36
第六節 工作投入 42
第三章 研究方法 50
第一節 研究架構 50
第二節 研究設計 51
第三節 研究對象與資料收集 53
第四節 研究工具 53
第五節 研究假設 58
第四章 研究統計及分析 61
第一節 樣本基本資料分析 61
第二節 各變數間相關性 64
第三節 研究架構各構面間影響分析 66
第四節 本研究之假設結果驗證 73
第五章 討論與建議 75
第一節 研究結果討論 75
第二節 管理實務建議 76
第三節 研究限制與建議 78
參考文獻 81
附錄一 問卷 92

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