臺灣博碩士論文加值系統

績效評估一直以來都是人力資源管理方面重視的問題。傳統績效評估焦點在於「個人」，包括行政和發展目的，但隨著環境變遷和不斷推陳出新的科技，對於公務人員的角色期待和要求也會隨之改變，可能與初任時的工作說明書內容有所不同，因此，需擴大績效評估理論，透過廣泛地確認及定義績效評估目的，特別增加以「職位」為焦點的評估目的，即角色界定目的。本研究將探討公務人員對於績效評估目的的認知，以及對於公務人員行為的影響。
本研究以便利抽樣方式，獲取有效樣本274份。透過因徑分析和階層迴歸分析，檢驗所設立之研究假設。本研究結果發現：(1)績效評估體系滿意認知中介發展、角色界定目的與工作滿意之間的關係；(2)績效評估目的正向影響組織承諾；(3)績效評估角色界定目的負向影響角色模糊；(4)組織承諾正向影響工作滿意；(5)角色模糊負向影響工作滿意，及正向影響角色衝突；(6)持續性組織承諾、情感性組織承諾負向影響離職意願；(7)角色衝突正向影響離職意願。另外，本研究結果拒斥角色衝突負向影響工作滿意、角色模糊正向影響離職意願等假設，與過去文獻結果不同，值得未來研究者探索其原因。

Performance appraisals have been concerned for a long time by human resources management scholars. The traditional performance appraisal’s studies focus on the level personal evaluation, include administrative and developmental purpose. However, the environment and the technology are changing and civil service''s role expectations and requirements are also changing. Therefore, it is necessary to expand performance appraisal theory by identifying and more broadly defining the purposes of performance appraisals to include a position-focused purpose, that is role definition purpose. The study will examine the performance appraisal purpose’s influence on civil servants’ job satisfaction and turnover intention.
This study obtains 274 valid samples with the method of convenience sampling. This research uses path analysis and hierarchical regression analysis to test the research hypotheses we explored. The results show that: (1) Satisfaction with the performance appraisal mediates the relationships between developmental, role definition purpose and job satisfaction.；(2) The purpose of performance appraisals positively affects organizational commitment；(3) The role definition purpose negatively affects role ambiguity；(4) The organizational commitment positively affects job satisfaction；(5) The role ambiguity negatively affects job satisfaction and positively affects turnover intention；(6) The continuance commitment and the affective commitment negatively affects turnover intention；(7) The role conflict positively affects turnover intention.

論文提要 IV
誌謝 VII
目次 VIII
表目錄 IX
圖目錄 X
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 3
第三節 研究流程 5
第二章 相關理論基礎及文獻探討 7
第一節 績效評估 7
第二節 組織承諾 16
第三節 角色模糊 24
第四節 角色衝突 30
第五節 工作滿意 34
第六節 離職意願 39
第三章 研究設計與方法 43
第一節 研究假設 43
第二節 研究架構圖 52
第三節 量表設計及衡量方式 53
第四節 抽樣設計 60
第五節 研究方法 61
第四章 統計分析與假設驗證 67
第一節 描述性統計 67
第二節 項目分析與信度、效度分析 69
第三節 相關分析 72
第四節 單因子變異數分析與t檢定 74
第五節 統計分析與假設驗證 83
第五章 結論與建議 93
第一節 研究結論 93
第二節 研究建議 98
第三節 研究限制與未來研究方向 100
參考文獻 103
附錄：問卷 118

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