論文名稱：員工對組織績效評核之公平性認知及其對工作態度之影響
--以中部某醫學中心為對象 頁數：93
校院系所：國立中山大學人力資源管理研究所
畢業時間及提要別：九十二學年度第一學期碩士學位論文提要
研究生：顏沛逸 指導教授：黃英忠博士
論文提要內容：
績效評核發展迄今已超過七十年以上的歷史，專家學者提出之評核結果與準則也相當多，卻未有企業敢宣稱自己的評核制度十全十美，其原因即在員工本身、組織與社會等主觀因素、外在情境皆能影響績效評核結果。
醫療院所由於教育背景的差異，使得績效評核作業更趨複雜；學者指出超過61%的受僱員工對於績效評核之結果呈現不滿。對組織而言，要判斷績效評核是否具有效用，評核之公平性成為一個很重要的指標。再者許多研究發現，員工對績效考核公平的認知將會影響個人結果及組織結果，包括工作滿足、工作投入、對組織的承諾，對主管的信任等。
因此，本研究係以中部某醫學中心研究對象，調查員工對個案醫院之績效評核制度公平性的認知，以及其對工作態度可能之影響；其中以個人屬性為控制變項、績效考核公平性（包括程序公平、分配公平）為自變項，工作態度（包括工作滿足、組織承諾與工作投入）為依變項，探討個人屬性變項、績效考核公平與工作態度之關係及影響，希冀提供個案醫院評估現行績效評核標準、從事人力資源發展，提昇員工績效之參考。
本研究共發放問卷2,065份，取得有效問卷為1,452份，經由Pearson積差相關、層級複迴歸、典型相關、t檢定與單因子變異數分析等統計分析後，得到重要發現如下：
1.自變項與依變項各構面均呈現顯著正相關，而進一步以典型相關分析探討績效考核公平與工作態度兩組變項之關係程度，其中準則變項（程序結構、客觀原則、意見表達、實際績效、自我評估與決策意見）主要影響到內在滿足、外在滿足、努力承諾、價值承諾、留職承諾等五個預測變項；另外，客觀原則影響價值承諾與留職承諾等二個預測變項。
2.績效考核的程序公平、分配公平與工作態度各構面間，均呈非常顯著正相關及影響力；而自變項對依變項的解釋力比較上：程序公平對組織承諾（價值承諾與留職承諾）之解釋力大於分配公平，餘則以分配公平對工作滿足、工作投入之解釋力較大。由此可見，分配公平對工作滿足與工作投入之解釋上具有其重要性。而程序公平則對組織承諾具有預測力。
3.員工個人屬性上，除了性別外，年齡、服務年資、婚姻狀況、教育程度與職務別，對績效考核之程序公平、分配公平，以及工作滿足、組織承諾、工作投入等，均有顯著差異。
根據實證研究結論，並參考個案醫院組織結構，分別就績效考核的過程、結果，提出以下建建議：
考慮公開評核的評分標準、獎酬分配、明確晉升、調任制度、考慮依職務性質，發展績效評核指標標、建立雙向溝通的績效評核系統、應對評核者施以訓練、對部門空間重新規劃，減少相關人員工作環境的離散性以及資淺人員之聲音應予重視。

關鍵字：績效評核、程序公平、分配公平、工作滿足、組織承諾、工作投入

Impartial Cognizance of Employee to the Organizational Performance Appraisal & the Influence to Employees Working Attitude--The object is the medical Center in Taichung.
Abstract
Till today, the history of performance appraisal has developed over 70 years, and also many experts and scholars put forward appraisal theories and standards, but no any enterprise will say that their own appraisal institution is perfect, because both the subjective factor, e.g.: employee themselves, organization, and society, etc., and external situation can influence performance appraisal.

Due to the difference of educational background and the specific characteristics in the hospitals, this let the work of performance appraisal to be more complicated; the scholar shows that over 61% employee are discontented with the appraisal results. To the organization, the justice of appraisal is an index very important to judge the effect of performance appraisal. Moreover, we can find from more researches, employee’s cognizance to the justice of performance appraisal will influence personal results and the results of organization, includes satisfaction of work, participation of work, promise to organization, and the confidence in the directors, etc.

Therefore, the object in this research is the medical center in Taichung. We investigate the justice cognizance of performance appraisal institution, and the influence possible to working attitude. We use people’s personal property to be control variable, the justice of performance appraisal institution (includes justice of procedure and distribution) to be independent variable, working attitude (includes job satisfaction, organization commitment, and job involvement) to be according-variable, and explore the relationship and influence of personal property variable, justice of performance appraisal, and working attitude with the items mentioned above. We hope to give the performance appraisal standard to the case hospital to evaluation, start the development of manpower, and the reference of raising employee results.

This research total gives 2065 questionnaires, and effective questionnaire is 1452. Through Pearson Correlation Analysis, Hierarchical Regression Analysis, Canonical Correlation Analysis, Independent-Samples T test and Reliability Analysis, we have the finding important as follows:
The correlation and the influence between the procedural justice, distributive justice and the working attitude are showed the positive obviously; further more, to explore the relationship degree between the justice of performance appraisal and working attitude with typical correlations analysis. The principle variable (construction of procedure, objective principle, expression of opinion, actual results, self-estimation, and policy opinion) influences mainly the internal and external satisfaction, effort promise, value promise, job promise, etc. 5 forecast variable; besides, objective principle influences the forecast variable of value promise and job promise.
Among procedure justice of performance appraisal, distributive justice, and working attitude, it shows positive correlation and influence noticeable. Moreover, to explanation comparison between independent variable and dependent variable: explanation of procedure justice to organization commitment (value promise and job promise) is powerful than distributive justice, to the others; the explanation of distributive justice to job satisfaction and job involvement is powerful. Therefore, we can find distributive justice has its importance in the explanation to job satisfaction and job involvement. Procedure justice can forecast organization commitment.
To the personal properties of employee, except sex, age, service years, marriage, education degree, and position, the difference is obvious to procedure justice, distributive justice, job satisfaction, organization commitment, job involvement, etc. of performance appraisal.

In accordance with research conclusion of example with the reference of the case hospital’s organization construction, we would like to give the suggestion in the process of performance appraisal, results, working attitude, and administrator as follows:

Consider mark standard of public appraisal, distribution of reward, and conclude clearly the system of promotion of employee. Develop performance appraisal index according to character of position, build the two – way communication performance appraisal system, reduce dispersion of organization space to enhance the technician’s information interaction, the judge should be trained, and establish different performance appraisal index according to the character of position.

Key words: Performance appraisal, Procedural justice, Distributive justice, Job satisfaction, Organization commitment, and Job involvement.

目 錄
第一章 緒論
第一節 研究動機與背景……………………………………………………………………1
第二節 研究目的…………………………………………………………………………..3
第二章 文獻探討
第一節 績效評核…………………………………………………………………………..4
第二節 績效評核公平性………………………………………………………………….11
第三節 工作態度………………………………………………………………………….19
第四節 績效評核公平與工作態度之相關文獻………………………………………….27
第三章 研究方法
第一節 研究架構與研究假設…………………………………………………………….29
第二節 資料蒐集與資料分析方法……………………………………………………….31
第三節 研究工具設計與研究變項之定義與衡量……………………………………….33
第四章
第一節 基本資料分析…………………………………………………………………….40
第二節 各研究變項之描述性統計分析………………………………………………….43
第三節 績效評核公平性與工作態度之關係…………………………………………….45
第四節 個人屬性與各研究變項之間的關係…………………………………………….46
第五節 個人屬性與績效評核公平性對工作態度之影響……………………………….55
第六節 績效評核公平性與工作態度之典型相關……………………………………….63
第五章 結論與建議
第一節 個案醫院員工對研究變項之認知……………………………………………….65
第二節 管理涵義與建議………………………………………………………………….73
第三節 研究限制與後續研究建議……………………………………………………….78
參考文獻 ………………………………………………………………………………..… 79
附錄
表目錄
表2-1-1 績效評核之定義………………………………………………………………………4
表2-1-2 績效評核的主要用途…………………………………………………………………6
表2-2-1 公平判斷模式…………………………………………………………………………14
表2-2-2 群體價值模式定義簡表………………………………………………………………16
表2-2-3 Greenberg 研究結果影響績效評核公平性之因素…………………………………17
表2-3-1 組織承諾之定義………………………………………………………………………22
表3-3-1 績效評核程序公平之信度分析………………………………………………………35
表3-3-2 績效評核分配公平之信度分析………………………………………………………35
表3-3-3 工作滿足量表信度分析………………………………………………………………36
表3-3-4 組織承諾量表信度分析………………………………………………………………38
表3-3-5 工作投入量表信度分析………………………………………………………………38
表4-1-1 樣本特性資料統計表…………………………………………………………………41
表4-2-1 各研究變項描述性統計分析表………………………………………………………43
表4-3-1 績效評核公平性與工作態度之Pearson積差相關分析表…………………………45
表4-4-1 性別與各研究變項之t檢定表………………………………………………………47
表4-4-2 年齡與各研究變項的單因子變異數分析表…………………………………………48
表4-4-3 服務年資與各研究變項的單因子變異數分析表……………………………………49
表4-4-4 婚姻狀況與各研究變項的單因子變異數分析表……………………………………50
表4-4-5 教育程度與各研究變項的單因子變異數分析表……………………………………52
表4-4-6 職務別與各研究變項的單因子變異數分析表………………………………………54
表4-5-1 個人屬性變項轉換虛擬變項列表……………………………………………………55
表4-5-2 程序公平與分配公平對內在滿足之層級複迴歸方程式……………………………56
表4-5-3 程序公平與分配公平對外在滿足之層級複迴歸方程式 ………………………….57
表4-5-4 程序公平與分配公平對努力承諾之層級複迴歸方程式……………………………58
表4-5-5 程序公平與分配公平對價值承諾之層級複迴歸方程式……………………………60
表4-5-6 程序公平與分配公平對留職承諾之層級複迴歸方程式……………………………61
表4-5-7 程序公平與分配公平對工作投入之層級複迴歸方程式……………………………62
表4-6-1 績效評核公平性與工作態度各構面之典型相關分析………………………………63
表5-1-1 員工個人屬性與績效評核構面之差異性假設驗證彙整表…………………………70
表5-1-2 員工個人屬性與工作滿足構面之差異性假設驗證彙整表…………………………71
表5-1-3 員工個人屬性與組織承諾構面之差異性假設驗證彙整表…………………………71
表5-1-4 員工個人屬性與工作投入構面之差異性假設驗證彙整表…………………………72
表5-2-1 個人屬性在研究變項差異驗證結果彙總表…………………………………………73

圖目錄
圖2-1-1 績效評核過程模式………………………………………………………………………6
圖2-2-1 組織公平對員工滿足度之影響…………………………………………………………17
圖3-1-1 本研究之研究架構………………………………………………………………………30
圖4-6-1 績效評核與工作態度之第一組典型相關組型…………………………………………64
圖4-6-2 績效評核與工作態度度之第二組典型相關組型………………………………………64

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