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博碩士論文 etd-0701117-152505 詳細資訊
Title page for etd-0701117-152505
論文名稱
Title
員工能力適配、任務績效與晉升力評分:政治技巧的調節效果
The Relationship Among Employee Demand-Ability Fit, Task Performance and Promotability Ratings: The Moderating Effect of Political Skill
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
103
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2017-07-14
繳交日期
Date of Submission
2017-08-01
關鍵字
Keywords
任務績效、政治技巧、晉升力評分、員工要求能力適配
Political Skill, Employee Demand-Ability Fit, Task Performance, Promotability Ratings
統計
Statistics
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The thesis/dissertation has been browsed 5808 times, has been downloaded 19 times.
中文摘要
晉升力評分是主管對於員工在更高職位的績效表現的主觀預期,因此在進行晉升力評分時,主管通常會以員工過去的工作績效來預測其未來表現,工作績效愈高,愈可能獲得較高的晉升力評分。另一方面,當員工的能力與工作要求相契合時較可能有好的績效表現,進而獲得晉升機會。然而過去幾乎沒有研究探討這三項變數間的關係,因此使本研究萌生研究動機。另外,組織是一個政治場域,要在組織中生存與成功,政治技巧是不可或缺的,並且訊號理論指出主管對於員工表現的評分會受到工作以外之政治性因素所干擾,因此本研究加入政治技巧,探討其是否會對上述關係產生調節效果。
本研究透過紙本郵寄與電子問卷發放,回收了260份跨產業的有效問卷。本研究採用主管填答問卷,請每位主管隨機挑選兩位直屬部屬,評核其工作與能力適配度、任務績效、政治技巧與晉升力評分。研究結果顯示,員工能力適配對晉升力評分間有正向影響,而任務績效在員工能力適配與晉升力評分間具有部分中介效果。除此之外,政治技巧對員工任務績效與晉升力評分有正向調節效果。最後,政治技巧的高低亦會影響任務績效在員工能力適配與晉升力評分間的中介效果的強弱。根據研究結果,本研究提出了以下管理意涵:1. 企業可發展相關甄選工具來招募具備政治技巧的應徵者 2. 企業可以透過教育訓練來培養或增進員工的政治技巧 3. 企業應建立績效與晉升的評核標準,確保主管做出對的升遷決策。
Abstract
Promotability ratings is the subjective judgement of supervisors toward the future performance of employees in higher positions; therefore, the past performance of employees is usually used by supervisors to predict their future performance. Employees with higher job performance are more likely to receive higher promotability ratings. Meanwhile, employees are more likely to have better performance, then be promoted, when their abilities match with job demands. In this case, present study dedicates to find out the relationship among employee demand-ability fit, task performance and promotability ratings. On the other hand, as organization is a political arena, political skill is vital for individuals to survive and be effective in organizations. Hence, we also examine whether political skill has moderating effect on the relationship above.
Present study received 260 effective supervisor-rated questionnaires from various industries in Taiwan. The analysis results reveal that employee demand-ability fit will positively relate to promotability ratings; meanwhile, task performance will partially mediate the relationship above. Besides, political skill will positively moderate the relationship between employee demand-ability fit and task performance as well as the relationship between employee demand-ability fit and promotability ratings. Furthermore, it will moderate the mediated relationship above. In sum, present study provides some managerial implications to organizations and individuals as references.
目次 Table of Contents
論文審定書…………………………………………………………………………….i
誌謝……………………………………………………………………………………ii
摘要…………………………………………………………………………………...iii
Abstract……………………………………………………………………………….iv
Table of Contents…………………………………………………………………….v
List of Figures………………………………………………………………………..vii
List of Tables…………………………………………………………………………vii
Chapter 1 Introduction………………………………………………………………..1
1.1 Research Background and Motivation………………………………………..1
1.2 Research Objectives…………………………………………………………....6
Chapter 2 Literature Review………………………………………………………….8
2.1 Employee Demand-Ability Fit………………………………………………...8
2.2 Task Performance………………………………………………………….....11
2.3 Political Skill………………………………………………………………......15
2.4 Promotability Ratings………………………………………………………...20
2.5 Consequences of employee demand-ability fit…………………………….25
2.6 Mediating role of task performance………………………………………....26
2.7 Moderating role of political skill……………………………………………...30
Chapter 3 Research Method………………………………………………………..37
3.1 Research Method……………………………………………………………..37
3.2 Hypothesis…………………………………………………………………......39
3.3 Participants and Procedure…………………………………………………..40
3.4 Measures…………………………………………………………………........43
3.5 Data Analysis……………………………………………………………….....48
Chapter 4 Results…………………………………………………………………….52
4.1 Descriptive Statistic…………………………………………………………...52
4.2 Correlation Analysis………………………………………………………......53
4.3 ANOVA……………………………………………………………………........55
4.4 Hypothesis Testing…………………………………………………………....56
4.5 Results of Hypothesis………………………………………………………...66
Chapter 5 Discussion………………………………………………………………...67
5.1 Theoretical Contributions………………………………………………….....67
5.2 Managerial Implication…………………………………………………….....70
5.3 Limitation and Future Research……………………………………………..73
Reference……………………………………………………………………………..76
Appendix: Questionnaire…………………………………………………………….88
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