Responsive image
博碩士論文 etd-0224111-120233 詳細資訊
Title page for etd-0224111-120233
The sign and construction of performance feedback influence the following job involvement
Year, semester
Number of pages
Jen-Jsung Huang
Advisory Committee
I-Heng Chen
Date of Exam
Date of Submission
interactional justice, job involvement, trust, performance feedback, performance appraisal
本論文已被瀏覽 5669 次,被下載 18
The thesis/dissertation has been browsed 5669 times, has been downloaded 18 times.

目次 Table of Contents
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
參考文獻 References
一、 英文部分

Adams, J. S. (1965), Inequity in Social Exchange, In L.Berkowitz (Ed.), Advances in
Experimental Social Psychology, 2: 267-299, New York: Academic Press.
Aguinis, H. (2009), Performance Management. 2nd ed . New Jersey: Pearson
Education, Inc.
Allport, G. W.(1947), The Psychology of Participation, Psychological Review, 52,
pp. 117-132
Alvero, Alicia M. , Bucklin, Barbara R. and Austin, John(2001), 'An Objective
Review of theEffectiveness and Essential Characteristics of Performance
Feedback in Organizational Settings (1985-1998)', Journal of Organizational
Behavior Management, 21: 1, 3 — 29
Anderson, J.E. and J.A. Narus(1990), A Model of Distributor Firm an Manufacturer
Firm Working Partnerships, Journal of Marketing, Vol. 54, , pp. 42-58.
Andalleeb, S. S.(1995), "Dependence Relations and the Modera-ting Role of Trust:
Implications for Behavioral Intention in Marketing Channels," International Journal of Research in Marketing, 12, pp.157-172.
Ashford, SJ (1989). Self-assessments in organizations: A literature review and
integrative model. Research in Organizational Behavior, 11, 113-174.
Ashford S J, Cummings L L(1983), Feedback as an individual resource: Personal
strategies of creating information. Organizational Behavior and Human
Performance, 32:370-398
Ashford, S. J. & Cummings, L. L. 1985. Proactive feedback seeking:The instrumental
use of the information environment. Journal of Occupational Psychology, 58:
Atwater, LE, Brett, JF, 2005. 360-Degree Feedback to Leaders: Does it Relate to
Changes in Employee Attitudes? Group & organization management,
Balcazar, FE, BL Hopkins, and Y. Suarez. "A Critical, Objective Review of
Performance Feedback." Journal of Organizational Behavior Management, 7
(1985-86), 65-89.

Baron, R. A. (1988). Negative effects of destructive criticism: Impact on conflict,
self-efficacy, and task performance. Journal of Applied Psychology, 73,
Bies, R.J. (1986), “Identifying Principles of Interactional Justice: The Case of
Corporate Recruiting,” Moving Beyond Equity Theory: New Directions in
Research on Justice in Organizations, Symposium Conducted at the Meeting of
the Academy of Management, Chicago, IL.
Bies, R.J. and J.S. Moag, “Interactional Justice: Communication Criteria of
Fairness,” Research on Negotiation in Organizations, 1, 43-55(1986).
Boon, S. D., & Holmes, J. G. (1985). The dynamics of interpersonal trust: Resolving
uncertainty in the face of risk. New York: Cambridge University.
Blood,MJ, & Hulin, CL 1967. Alienation, environmental characteristics, and worker
responses. Journal of Applied Psychology, 51, pp. 284-290.
Brown, M. J. and T. W. Leigh (1996), “A New Look at Psychological Climate and Its
Relationships to Job Involvement, Effect, and Performance.” Journal of Applied
Psychology, 81, pp.358-68
Campbell, JP, & Printchard, RD(1976).Motivation theory in industrial and
organization psychology, In MDDunnett(eds.), Handbooks of Industial
organization Psychology: 84-85.
Carnevale, D. G. and B. Wechsler(1992) ”Trust in the public sector: individual and
organizational determinants. ”Administration & Society, 23(4):471-494.
Colquitt, J. A. (2001) On the Dimensionality of Organizational Justice: A Construct
Validation of a Measure. Journal of Applied Psychology. Vol.86,
No.3, 386-400.
Cook, J. & Wall, T. (1980). New Work Attitude Measures of Trust ,Organizational
Commitment, and Personal Need Nonfulfillment .Journal of Occupational Psychology, 53:39-52.
Cummings, L. L. & Bromiley, P. (1996). "The Organizational Trust Inventory
(OTI):Development and Validation," in R.M. Kramer & T. R. Tyler (eds.), Trust
in Organizations:Frontiers of Theory and Research. Thousand Oaks, CA:Sage
Publications, pp.302-330.
David, C. , & Shei la, H. (2002). Leadership communication: A status report .Journal
of Communicat ion Management , 6(4): 351-354.
Deutsch, M. (1962), “Cooperation and Trust : Some Theoretical Notes,” Nebraska
Symposium on Motivation, Marshall R. Jones , ed.Lincoln, NE University of
Nebraska Press, pp. 275-320
Doney, P.M. and J.P. Cannon(1997), An Examination of the Nature of Trust in
Buyer-Seller Relationships, Journal of Marketing, Vol. 61, pp. 35-51.

Dubin, R. (1955). Industrial workers' worlds: A study of the central life interests of
industrial workers. Social Problems, New York: Prentice.
Dubin, R.(1958), The World of Work, Englewood Cliffs, N. J.: Prentice-Hall.
Earley, PC 1986. Trust, perceived importance of praise and criticism, and work
performance: An examination of feedback in The United States and England.
Journal of Management, Vol. 12, No. 4, pp. 457-473.
Folger, R. & Cropanzano, R., 1998. Organizational Justice and Human Resource
Management, SAGE Publications, Inc
Fried, Yitzhak & Gerald R. Ferris. (1987). “The Validity of the Job Characteristics
Model: A Review and Meta-Analysis.” Personnel Psychology, 40(2),pp.
Fukuyama, F.(1995). Trust: the social virtues and the creation of prosperity.
New York: Free Press
Greenberg, J., (1990). Employee theft as a reaction to underpayment inequity: The
hidden cost of pay cuts. Journal of Applied Psychology, 75, 561-568.
Greller, M. M., & Herold, D. M. 1975. Sources of feedback: a preliminary
investigation. Organizational Behavior and Human Performance, 13:224-256.
Gulati, R. (1995a). "Does Familiarity Breed Trust : The Impli-cations of Repeated
Ties fo r Contractual Choice in Alli-ances", Academy of Management Journal,
38(1), pp. 85-112.
Hofstede, G. (1997). Culture and organization: Software of the mind. New York:
Hofstede, G. (2000). Culture’s consequences, 2nd ed. Sage Publishing Co.
Homans, G. (1961). Social behavior. New York: Harcourt.
Hosmer, L. T.,(1995). “Trust: The Connecting Link Between Organizational Theory
and Philosophical Ethics”, Academy of Management Review,20(2): 379-403.
Hwang, K. K. (1987). Face and favor: The Chinese power games. American Journal
of Sociology, 97(4), 944-974.
Ilgen, Daniel R., Cynthia D. Fisher, and M. Susan Taylor (1979) "Consequences of
individual feedback on behavior in organizations." Journal of Applied
Psychology, 64: 349-371.
Jawahar, IM (2006). Correlates of satisfaction with performance appraisal feedback.
Journal of Labor Research, 11(2), 213-236.
Kanawattanachai, P., Yoo, Y. (2002). Dynamic Nature of Trust in Virtual Teams.
Journal of Strategic Information Systems, 11 (3-4), 187-213.
Karriker, JH (2005). Organizational justice and organizational citizenship behavior: a
mediated multi-foci model. Unpublished doctoral dissertation,Virginia
Commonwealth University, Richmond, Virginia
Kluger, A. N., & DeNisi, A. (1996). The effects of feedback interventions on
performance: A historical review, a meta-analysis, and a preliminary feedback
intervention theory. Psychological Bulletin, 119, 254–284.
Kolb, D. A., Rubin, I. M., & McIntyre, J. M. (1980) Organizational Psychology: An
experiential approach. Englewood Cliffs, NJ: Prentice-Hall.
Kanungo, R. N.(1979). The concept of alienation and involvement revisited.
Psychological Bulletin, 86, 119-138.
Kanungo, R. N.(1982). Measurement of Job and work involvement. Journal of
Applied Psychology, 67(3), 341-349.
Kramer, R. M. and T. R. Tyler (eds.) (1996), Trust in Organizations: Frontiers of
Theory and Research, Thousand Oaks, CA: Sage.
Lam, S.S.K., Yik, M.S.M., & Schaubroeck, J. (2002). Responses to formal
performance appraisal feedback: The role of negative affectivity. Journal of
Applied Psychology, 87, 192–201.
Larson, J. R. Jr. (1989), The Dynamic Interplay Between Employees’ Feedback-
Seeking Strategies and Supervisors’ Delivery of Performance Feedback,
Academy of Management Journal, 14(3), 408-422.
Larson, J. R. (1984). The performance feedback process: A preliminary model.
Organizational Behavior and Human Performance, 33, 42-76
Lawler,E.E.& Hall,D.T. (1970),”Relationship of Job Characteristics to Job
Involvement Satisfaction and Intrinsic Motivation”. Journal of Applied
Lodahl, T. M. & Kejner, M.(1965), The Definition and Measurement of Job
Involvement, Journal of Applied Psychology, 49, pp. 24-33.
Lockett, M. (1988) Culture and the Problems of Chinese management.
Organization Studies, Vol. 9, No. 4, pp. 475-496.
London, Manuel, 2003. Job Feedback: Giving, Seeking, and Using Feedback for
Performance Improvement, Mahwah, NJ: Lawrence Erlbaum Associates
London, M. , & Smither, J. W.(2002). Feedback orientation, feedback culture, and
the longitudinal performance management process. Human Resource
Management Review, 12, 81–100
Maurer, JG (1969), “Work Role Involvement of Industrial Supervisors”, East Lansing:
MSU Business Studies.
Mayer,R.C., Davis, J. H. and Schoorman, F. D.,(1995). “An Integration Model of
Organizational Trust”,Academy of Management Review.
Mayer, R. C., Davis, J. H. & Schoorman, F. D. (1995). " An In-tegrative Model of
Organizational Trust," Academy of Mana-gement Review, 20(3), pp.709-734.

McAllister, D. J. (1995). "Affect- and Cognition-based Trust as Foundations for
Interpersonal Cooperation in Organiza-tions," Academy of Management Journal,
38, pp.24-59.
Milliman, J., Taylor, S., & Czaplewski, A.J. (2002). Cross-cultural performance
feedbaqck in multinational enterprises: Opportunity for organizational learning.
Human Resource Planning, 25(3), 29-43.
Moorman, C., Deshpande, R. and Zaltman, G., 1993. “Factors Affecting Trust in
Market Research Relationships”, .Journal of Marketing, 58: 20-38.
Morgan, R. M. and Hunt, S. D., (1994), “The Commitment-Trust Theory of
Relationship Marketing”, Journal of Marketing, 58, 20-38.
Nadler, D. A (1977). Feedback and organization development: Using data-based
method. Reading, Mass: Addison-Wesley..
Leventhal G S, Karuza J, Fry W R. Beyond fairness: A theory of allocation
preferences. In: G Mikula ed. Justice and social interaction. NY:Springer-Verlag,
1980. 27~55
Niehoff, B.P. and R.H. Moorman,(1993) “Justice as a Mediator of the Relationship
between Methods of Monitoring and Organizational Citizenship Behavior,”
Academy of Management Journal, 36, 527-556.
Paullay, I. M., Alliger, G. M., & Stone-Romero, E. F. 1994. Construct validation of
two instruments designed to measure job involvement and work centrality.
Journal of Applied Psychology, 79(2): 224-228.
Podsakoff, PM & Farh, JL (1989).Effects of feedback sign and credibility on goal
setting and task performance. Organizational Behavior and Human Decision
Processes, 44: 45-67.
Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright,
HumanResource Management: Gaining a Competitive Advantage, 1994.
Ring, P. S. and A. H. Van De Ven(1992)”St ructuring cooperative relationships
between organizations.”Strategic Management Journal ,13:483-498.
Robbins, S. P. (2001). Organizational behavior (9th ed.). Upper Saddle River, N.J.:
Robinowitz, S. ,& Hall, DT (1977). Organizational research on job involvement.
Psychological Bulletin, 84(2), 93-108.
Rotter, J. B. 1980. “Interpersonal Trust, Trustworthiness, and Gullibility”, American
Psychologist. 35: 1-7.
Rousseau, D. M., Sitkin, S. B., Burt, R. S., and Camerer, C., 1998. “Not So Different
After All: A Cross-Discipline View of Trust”, Academy of Management Review,
23(3): 393-404.

Sabatelli, RM, Buck, R. & Dreyer, A. 1983. Locus of control, interpersonal trust, and
nonverbal communication accuracy. Journal of Personality and Social
Psychology, Vol. 44, No. 2, pp. 399-409.
Sabel, CF (1993). "Studied Trust:Building New Forms of Co- operation in a Volatile
Economy," Human Relations, 46(9), pp.1133-1170.
Saleh, SDand Hosek, J. (1976), Job Involvement: Concepts and Measurements,
Academy of Management Journal, 19(2),pp.213-24.
Schindler, P. L. , & Thomas, C. C. 1993. The Structure of Interpersonal Trust in the
Workplace. Psychological Reports, 563-573.
Scholl, R.W., Cooper, R.A. and J.F. McKenna, (1987)“Referent Selection in
Determining Equity Perceptions: Differential Effects on Behavioral and
Attitudinal Outcomes,” Personnel Psychology, 40, 113-124.
Taylor, MS, Fisher, CD, & Ilgen, DR (1984).Individuals' reactions to performance
feedback in organizations: A control theory perspective. Research in Personnel
and Human Resource Management, 2, 81-124
Taylor, M. S., Fisher, C. F., & Ilgen, D. R. (1984). Individual's reactions to
performance feedback in organizations: A control theory perspective. In K. M.
Rowland and G. R. Ferris (Eds.) Research in Personnel and Human Resources
Management, 6, 81-124, Greenwich, CT: JAI Press.
Thibaut, J. W., & Walker, L.(1975). Procedural justice: A psychological analysis.
Hillsdale, NJ: Erlbaum.
Tyler, T. R., & Blader, S. L. (2000). Cooperation in groups: Procedural justice, social
identity, and behavioral engagement. New York: Psychology Press.
Tyler, T. R., & Degoey, P. (1996). Trust in organizational authorities: The influence
of motive attributions on willingness to accept decisions. In R. M. Kramer, & T.
R. Tyler, (Eds.), Trust in Organizations (pp. 331-356). Thousand Oaks, CA:
SAGE Publications, Inc.
Tyler, T. and R.J. Bies, (1990) “Interpersonal Aspects of Procedural Justice,”
Applied Social Psychology in Business Settings, 77-98, Erlbaum, NJ, Hillsdale
Vroom, V. H.(1962), Ego-Involvement, Job Satisfaction and Job Performance, Personnel Psychology, 15, pp. 159-177.
Van Tuan, V., & Napier, N. (2000b). Paradoxes in vietnam and America: Lessons
earned. Human Resource planning, 23(1), 7-8.
Wasti, S.A. (2003). Organizational commitment, turnover intentions and the influence
of cultural values. Journal of Occupational & Organization Psychology, 76,
Walsh JP, Ashford SJ, & Hill T E (1985). Feedback obstruction: the influence of the
information environment of employee turnover intentions. Human Relations, 38: 23∼46
Wright, P.M., & Boswell, W.R. (2002). Desegregating HRM: A review and synthesis
of micro and macro human resource management research. Journal of
Management, 28(3), 237-246.

二、 中文部分

陳彥君(2008) ,「績效回饋之評價與反應之研究: 探討回饋方向, 回饋方式及
黃光國(1995):《知識與行動釋》。台 北:心理出版社。
黃建安(2004) ,「國小兼組長教師工作價值觀、角色壓力與工作投入關係之研
究」。 未出版碩士論文,國立高雄師範大學,高雄市。
吕厚超译 (2006) 。人力资源管理中的应用心理学第六版(原作者:Casio,
W.F.,& Aguinis, H.),北京:北京大学出版社
陳照明譯(1983)。人性與管理 : 改善人際關係與組織績效的策略(原作者:
William G. Dyer),台北市 : 中興管理顧問
張火燦(1997),《策略性人力資源管理》(Strategic Human Resource
電子全文 Fulltext
論文使用權限 Thesis access permission:校內一年後公開,校外永不公開 campus withheld
開放時間 Available:
校內 Campus:開放下載的時間 available 2012-02-24
校外 Off-campus:永不公開 not available

您的 IP(校外) 位址是
論文開放下載的時間是 校外不公開

Your IP address is
This thesis will be available to you on Indicate off-campus access is not available.

QR Code