臺灣博碩士論文加值系統

近年來，我國企業界面臨國內外競爭的挑戰，極力嘗試改變管理方法以提昇生產力來適應當前的所面臨的挑戰，因此對於管理才能的發展、工作態度的調整，逐漸成為管理人員的首要。為了協助部屬個人成長和發展，績效評估已變成當前甚受重視的管理工具。然而，傳統的績效評估常與薪資、獎勵和升遷等做聯結。相形之下，在協助員工改善工作績效及能力發展之用途並未受到重視。多源績效評估正可藉由不同的評估來源資訊，提供管理者更客觀的績效回饋，因此本研究欲探討多源績效評估的效果，其主要研究議題，包括：1. 探討多源績效評估回饋對管理才能發展與工作滿足的影響性；2. 探討不同評估結果差異對管理才能發展的影響性；3. 探討受評者的個人認知因素對多源績效評估效果的影響性。
本研究以國內兩家企業為例，整個評估時間長達4個月，共分為3個評估時點，以管理者（受評者）、其上司、部屬與同事為研究對象，進行問卷調查，主管部份有效回收44份，管理者部份有效回收66份，部屬部份有效回收132份，同事部份有效回收60份。
研究結果發現，管理者大部份的管理才能與工作滿足並沒有因多源績效評估的實施而有所明顯地改變。其次，就不同評估結果差異與管理才能改善之研究顯示，自評相對於他人評估的正向程度僅與受評者自己衡量的管理才能改善呈顯著地負相關，意即當受評者在「階段一」相對於他人評估越有高估傾向者，其在「階段三」越不傾向於自認為有顯著改善自己之管理才能。
最後針對個人認知因素對多源績效評估效果的影響，其結果顯示，僅發現部份的個人認知因素會影響自評相對於他人評估的正向程度與受評者管理才能改善之間的關係。

摘要…………………………………………………………………………..Ⅰ
謝誌…………………………………………………………………………..Ⅲ
目錄…………………………………………………………………………..Ⅳ
表目錄………………………………………………………………………..Ⅶ
圖目錄……………………………………………………………………….X
第一章 緒論
第一節 研究背景……………………………………………………1
第二節 研究目的……………………………………………………2
第三節 研究貢獻……………………………………………………3
第二章 文獻探討
第一節 多源績效評估……………………………………………..4
一、 績效評估的含意…………………………………………….7
二、 多源績效評估的含意……………………………………….8
第二節 多源績效評估的影響探討………………………………..10
一、管理才能……………………………………………………..10
二、工作滿足……………………………………………………..22
第三節 評估來源差異與管理才能發展之關係探討 ……………25
一、 過去文獻整理………………………………………………..27
二、 理論說明……………………………………………………..29
第四節 個人認知因素的影響探討 ………………..……………31
一、 對評估結果的歸因方式…………………….……………….31
二、 知覺組織的支持………………….………………………….33
三、 對評估系統的態度…….…………………………………….34
四、 對評估結果重要性與正確性的判斷……………………….35
五、 對評估者能力的認同………………………………………..36
六、 對改善目標的瞭解…………………………………………..37
第五節 結論…………………………………………..….………...38
一、 觀念性架構…………………………………………………..38
二、 研究假設……………………………………………………..39
第三章 研究方法
第一節 變數的操作型定義…………………………..………………41
第二節 研究工具………………………………..……………………43
第三節 統計分析方法………………………………………………..47
第四節 研究設計……………………………………………………..48
一、 研究對象……………………………………………………..48
二、 研究方法……………………………………………………..48
第四章 資料分析與研究結果
第一節 描述性統計…………………………………………………..50
一、 樣本結構……………………………………………………..50
二、 研究變數……………………………………………………..51
第二節 信度分析……………………………………………………..53
第三節 管理才能改善與工作滿足提昇之分析………………..……56
一、 管理才能改善……………………………………………….56
二、 工作滿足提昇……………………………………………….59
第四節 評估來源差異與管理才能改善之分析……………………..61
一、 自評相對於上司評估的正向差距程度與管理才能改善之
相關分析…………………………………………………….62
二、 自評相對於部屬評估的正向差距程度與管理才能改善之
相關分析…………………………………………………….63
三、 自評相對於同事評估的正向差距程度與管理才能改善之
相關分析…………………………………………………….64
第五節 個人認知因素與評估來源差異、管理才能改善之分析.….66
一、 對評估結果的歸因方式……………………………………67
二、 知覺組織支持………………………………………………71
三、 對評估系統的態度…………………………………………75
四、 對評估結果正確性與重要性的判斷………………………79
五、 對評估者能力的認同………………………………...…….83
六、 對改善目標的瞭解…………………………………………87
第六節 研究假設之實證結果………………………………………..92
第五章 結論與建議
第一節 研究結論……………………………………………………93
一、 整體研究發現……………………………………………….93
二、 本研究實證結論…………………………………………….94
第二節 研究限制……………………………………………………98
第三節 研究建議……………………………………………………99
一、 對企業界…………………………………………………….96
二、 對後續研究者……………………………………………….100
參考文獻……………………………………………………………………102
附錄
一、「階段一」量表…………………………………………………112
二、「階段二」量表…………………………………………………117
三、「階段三」量表…………………………………………………120
表 目 錄
表2-1：南加州324家企業採用績效評估的目的……………………….6
表2-2：工作滿足的數學式……………………………………….………22
表4-1-1樣本回收分佈表………………………………………………….50
表4-1-2 受評者樣本性別分佈表…………………………………………51
表4-1-3 管理才能各構面之平均數與標準差……………………………52
表4-1-4 工作滿足之平均數與標準差……………………………………52
表4-1-5 個人認知因素之平均數與標準差………………………………53
表4-2-1 管理才能各構面之信度分析……………………………………54
表4-2-2 工作滿足之信度分析……………………………………………54
表4-2-3 個人認知因素之信度分析………………………………………55
表4-3-1-1 管理才能各構面之t檢定…………………………………….57
表4-3-1-2 A公司管理才能改善之成對樣本t檢定（上司評量）…...58
表4-3-1-3 A公司管理才能改善之成對樣本t檢定（自我評量）…...58
表4-3-1-4 A公司管理才能改善之成對樣本t檢定（部屬評量）…...58
表4-3-1-5 B公司管理才能改善之成對樣本t檢定（上司評量）…...59
表4-3-1-6 B公司管理才能改善之成對樣本t檢定（自我評量）…...59
表4-3-1-7 B公司管理才能改善之成對樣本t檢定（部屬評量）…...59
表4-3-2-1 工作滿足之成對樣本t檢定………………………………….60
表4-3-2-2 A公司工作滿足之成對樣本t檢定………………………...60
表4-3-2-2 B公司工作滿足之成對樣本t檢定……………………...…60
表4-4-1 自評相對於上司評估的正向差距程度與管理才能改善之相
關分析表………………………………………………………….63
表4-4-2 自評相對於部屬評估的正向差距程度與管理才能改善之相
關分析表………………………………………………………….64
表4-4-3 自評相對於同事評估的正向差距程度與管理才能改善之相
關分析表………………………………………………………….65
表4-5-1-1 自評相對於他評的正向差距程度與評估結果的歸因方式對
管理才能改善之迴歸分析表…………………………………..67
表4-5-1-2 自我評估相對於上司評估的正向差距程度與對評估結果的
歸因方式之交互作用表………………………………………..69
表4-5-1-3 自我評估相對於部屬評估的正向差距程度與對評估結果的
歸因方式之交互作用表………………………………………..70
表4-5-1-4 自我評估相對於同事評估的正向差距程度與對評估結果的
歸因方式之交互作用表………………………………………..71
表4-5-2-1 自評相對於他評的正向差距程度與知覺組織支持對管理才
能改善之迴歸分析表…………………………………………..72
表4-5-2-2 自我評估相對於上司評估的正向差距程度與知覺組織支持
之交互作用表…………………………………………………..73
表4-5-2-3 自我評估相對於部屬評估的正向差距程度與知覺組織支持
之交互作用表…………………………………………………..74
表4-5-2-4 自我評估相對於同事評估的正向差距程度與知覺組織支持
之交互作用表…………………………………………………..75
表4-5-3-1 自評相對於他評的正向差距程度與評估系統的態度對管理
才能改善之迴歸分析表………………………………………..76
表4-5-3-2 自我評估相對於上司評估的正向差距程度與評估系統的態
度之交互作用表………………………………………………..77
表4-5-3-3 自我評估相對於部屬評估的正向差距程度與評估系統的態
度之交互作用表………………………………………………..78
表4-5-3-4 自我評估相對於同事評估的正向差距程度與評估系統的態
度之交互作用表………………………………………………..79
表4-5-4-1 自評相對於他評的正向差距程度與評估結果正確性、與重
要性的判斷對管理才能改善之迴歸分析………….………….80
表4-5-4-2 自我評估相對於上司評估的正向差距程度與評估結果正
確性、重要性之交互作用表…………………………………..81
表4-5-4-3 自我評估相對於部屬評估的正向差距程度與評估結果正
確性、重要性之交互作用表…………………………………..82
表4-5-4-4 自我評估相對於同事評估的正向差距程度與評估結果正
確性、重要性之交互作用表…………………………………..83
表4-5-5-1 自評相對於他評的正向差距程度與評估者能力的認同對管
理才能改善之迴歸分析表……………………………………..84
表4-5-5-2 自我評估相對於上司評估的正向差距程度與評估者能力的
認同之交互作用表……………………………………………..85
表4-5-5-3 自我評估相對於部屬評估的正向差距程度與評估者能力的
認同之交互作用表……………………………………………..86
表4-5-5-4 自我評估相對於同事評估的正向差距程度與評估者能力的
認同之交互作用表………………………………………...87
表4-5-6-1 自評相對於他評的正向差距程度與改善方向的瞭解對管理
才能改善之迴歸分析表…………….………………………….88
表4-5-6-2 自我評估相對於上司評估的正向差距程度與改善方向的瞭
解之交互作用表………………………………………………...89
表4-5-6-3 自我評估相對於部屬評估的正向差距程度與改善方向的瞭
解之交互作用表………………………………………………...90
表4-5-6-4 自我評估相對於同事評估的正向差距程度與改善方向的瞭
解之交互作用表………………………………………………...91
表4-6 研究假設與驗證結果……………………………………………...92
圖 目 錄
圖一 多源績效評估模式……………………………………………………7
圖二 工作滿足相關因素……………………………………………………25
圖三 知覺過程………………………………………………………………31
圖四 觀念性架構…..………………………………………………………..39
圖五 多源績效評估之理論模型架構………………………………………93

一、中文部份
1. 李美玉，「西藥業業務人員專業核心職能之研究-以某製藥公司為例」，中央大學人力資源管理研究所碩士論文，民國88年。
2. 陳玉山，「能力基礎途徑應用在人力資源管理之研究」，政治大學公共行政研究所碩士論文，民國86年。
3. 許宏明，「高科技產業的教育訓練制度與組織績效之相關性研究」，中央大學企業管理研究所碩士論文，民國83年。
4. 簡文哲，「評估結果、信賴主管程度、內外控取向、回饋預期一致性、期望信念對回饋反應影響之研究」，中原大學企業管理研究所碩士論文，民國77年。
二、英文部份
1. Adams, J. S., “Toward an understanding of inequity,”Journal of Abnormal and Social Psychology, pp422-436. 1963.
2. Albanese, R., “Competency — based management education ,” Journal of Management Development, v.8, pp 66-76. 1989.
3. Alderfer, C. P.,”Existence relatedness and growth need in organizational settings,” N.Y.: The Free Press, 96. 1972.
4. Anderson, J. C. & Oreilly, C. A.,”Effects of an organizational control system on managerial satisfaction and performance.,” University of california, Berkeley. 1981.
5. Ashford, S. J.,” Self-assessments in organizations: A literature review and integrative model,”Research in Organizational Behavior, 11, pp113-174. 1989.
6. Atwater, L. E. & Yammarino, F.J,” Does self-other agreement on leadership perceptions moderate the validity of leadership and performance predictions ?,” Personnel Psychology, 45, pp141-164. 1992.
7. Atwater, L., Roush, P. & Fischthal, A.,” The influence of upward feedback on self and follower ratings of leadership,”. Personnel Psychology, 48, pp 35-59.1995.
8. Baldwin, T. T. & Ford, J. K.,”Transfer of training: A review and directions for future research,” Personnel Psychology, 41, pp 63-105. 1988.
9. Baldwin, T. T.,Magjuka, R. J. , & Loher, B. T.,” The perils of participation: Effects of choice of trainee on trainee motivation and learning.,” Personnel Psychology, 44, pp 51-66. 1991.
10. Baron, R. M. & Kenny, D. A., “ The moderator-mediator variable distinction in social psychological research : Conceptual, strategic, and statistical considerations,” Journal of Personality and Social Psychology, 51, pp1173-1182. 1986.
11. Bass, B. & Yammarino, F, ” Congruence of self and others’ leadership rating of naval officers for understanding successful performance,”. Applied Psychology: An International Review, 40, pp 437-454. 1991.
12. Becker, T. E. & Klimoski, R. J., “A field study of the relationship between the organizational feedback environment and performance.,”Personnel Psychology, 42, pp 343-358. 1989.
13. Bernardin, J. H.& Beatty, R. W,” Can subordinate appraisal enhance managerial productivity ?,” Sloan Management Review, 28(4), pp 63-73. 1987.
14. Bernardin, J. H., Dahmus, S. A. & Redmon, G., “ Attitudes of first-line supervisors toward subordinate appraisals,” Human Resource Management , 32, pp 315-324. 1993.
15. Blau, P. M., “Exchange and power in social life,”. New York: Wiley. 1964.
16. Borman, W. C., ”Job behavior, performance, and effectiveness. In M. D. Dunnette & L. Hough (Eds),” Handbook of industrial and organizational psychology, 2nd Ed., Vol. 2. Palo Alto, CA: Consulting Psychologists Press. 1991.
17. Borman, W. C., ”The rating of individuals in organizations: An alternate approach.,” Organizational Behavior and Human Performance, 12, pp 105-124. 1974.
18. Boyatzis, R. E., The Competence Manager: A Model For Effective Performance, New York: John Wiley & Sons. 1982.
19. Brinberg, D. & Castell, P., ”A resource exchange approach to interpersonal attractions : A test of Foa’s theory,”. Journal of Personality and Social Psychology, 43, pp 260-269. 1982.
20. Brown, R. B., ”Meta-competence: A recipe for reforming competence debate,” Personnel Review, 22(6), pp 25-36. 1993.
21. Brutus, S. ,Fleenor, J. & Taylor, S.,” Methodological issues in 360-degree feedback research,” Paper presented at the Annual Conference of the Society for Industrial and Organizational Psychology, Inc. San Diego. 1996.
22. Burgoyne, J. G., “ The competence movement : Issues, stakeholders and prospects,” Personnel Review, 22(6), pp 6-13. 1993.
23. Campbell, D. J. & Lee, C ,”Self-appraisal in performance evaluation: Development versus evaluation,” Academy of Management Review, 13, pp 302-314. 1988.
24. Campion, M. A. & Lord, R. G. ,”A contro-system conceptualization of the goal-setting and changing process,” Organizational Behavior and Human Performance, 30, pp 265-287. 1982.
25. Carroll, S. J. & Schneier, C. E. ,” Performance Appraisal and Review Systems,“ Scott, Foresman & Company. 1982.
26. Cederblom, D. & Lounsbbury, J. W ,” An investigation of user acceptance of peer evaluations,” Personnel Psychology, 33, pp 567-579. 1980.
27. Cribbin, J. J.,”Effective managerial leadership,” American Management Association, Inc., pp 155.1972.
28. Davis, K. ,”Human behavior at work: organizational behavior ,” N.Y. : McGraw-Hill, 5th ed., pp 73-74. 1977.
29. DeGregorio, M. B.,” An investigation of the influence of self-other feedback congruence on feedback acceptance.,” Paper presented at the Annual Meeting of the Society for Industrial and Organizational Psychology, St. Louis, MO. 1991.
30. Denisi, A. S. & Mitchell, J. L.,” An analysis of peer ratings as predictors and criterion measures and a proposed new application,” Academy of Management Review, 3, pp 369-374. 1978.
31. Dessler, R., “A due process metaphor for performance appraisal,” In : Research in Organizational Behavir, 14, pp 129-177. 1991.
32. Dunnetee, M. D ,”My hammer or your hammer,”. Human Resource Management , 32, pp 373-384. 1993.
33. Dweck, C. S. ,”The role of expectations and attributions in the alleviation of learned helplessness.,” Journal of Personality and Social Psychology, 31, pp 674-685. 1975.
34. Eisenberger, R., Huntington, R. Hutchison, S. & Sowa, D. ,”Perceived organizational support,”. Journal of Applied Psychology, 71(3), pp 500-507. 1986.
35. Farth, J. L. & Werbel, J. D. ,”Effects of purpose of the appraisal and expectation of validation on self-appraisal leniency,” Journal of Applied Psychology, 71, pp 527-529. 1986.
36. Feldman, J. M. ,”Beyond attribution theory: Cognitive processes in performance appraisal,” Journal of Applied Psychology, 66, pp 127-148. 1981.
37. Fleenor,J. ,McCauley, C. & Brutus, S. ,”.Self-other rating agreement and leader effectiveness,”. Leadership Quarterly, 7, pp 487-506. 1996.
38. French, R. ,”Performance Appraisal : Assessing Human Behavior at Work,” Kent-Wadsworth, Boston, MA. 1985.
39. Gorsline, K.,” A competency profile for human resourcs: No more shoremaker’s children,” Human Resource Management, 35(1), pp53-56. 1996.
40. Harris, M. M. & Schaubroeck, J. ,”A meta-analysis of self-supervisor, self-peer, and peer-supervisor ratings.,” Personnel Psychology, 41, pp 43-62. 1988.
41. Harvey, R. ,”Job analysis. In M. Dunnette & L. Hough(Eds.) ,” Handbook of industrial and organizational psychology(second edition). Palo Alto, CA: Consulting Psychologists Press, Inc. 1991.
42. Hayes, J. L., “The AMA model for superior performance —Part 2: How can I do a better job as a manager ? ,” Management Review, February, pp 2-3. 1980.
43. Hayes, J. L.,” A new look at managerial competence : The AMA model of worthy performance,” Management Review, 68(11), pp 2-3. 1979.
44. Hazukua, J. F., Hezlett, S. A. & Schneider, R. J.,” The impact of 360-degree feedback on management skills development.,” Human Resource Management, 32, pp 325-351. 1993.
45. Hegarty, W. ,”Using subordinate ratings to elicit behavioral changes in supervisor,” Journal of Applied Psychology, 59, pp 764-766. 1974.
46. Herzberg, R. et, al. The motivation to work. N. Y. John Wiler and sons Inc.
47. Hoffman, G. ,”An experiment in self-estimation,” Journal of Abnormal and Social Psychology, 18, pp 43-49. 1923.
48. Hoppock, R. ,”Job & Satisfaction.,” N.Y. Harper & Brother. 1935.
49. Huse, E. F ,”Performance appraisal — a new look.,” Personnel Administrations, pp 16-18. 1967.
50. Jones, E. E. & Nisbett, R. E., The actor and the observer: Divergent perceptions in the causes of behavior. New York: General Learning Press. 1971.
51. Jones, J. E. & Bearley, W. L.,”360 feedback,”. HRD Press. 1996.
52. Jones, R. G. & Whitmore, M. D.,”When will developmental feedback from an assessment center make a different in people’s careers ? In W. W. Tornow(Chair), “Employee’s reactions to alternative sources of development feedback, Symposium conducted at theSeventh Annual Conference of the Society for Industrial and Organizational Psychology, Montreal, Quebec. 1992.
53. Kane, J. S. & Lawler, E. E. ,” Methods of peer assessment,” Psychological Bulletin, 85, pp 555-586. 1978.
54. Kaplan, R. E.,” 360-degree feedback plus: Boosting the power of coworker ratings for executives,” Human Resource Management, 32, pp299-314. 1993.
55. Kilmoski, R. J. & Brice, T. S, ” The nature and impact of self-appraisals in a manufacturing environment,” Paper presented at the Sixth Annual Conference of the Society for Industrial and Organizational Psychology, St. Louis, MO. 1991.
56. Klein, A. L., “ Validity and reliability for competency-based system: Reducing litigation risks,” Compensation and Benefits Review, 28(4), pp 31-37. 1996.
57. Klimoski, R. J. & London, M ,” Role of the rater in performance appraisal.,” Journal of Applied Psychology, 51, pp 369-381. 1974.
58. Korman, A., “ Hypothesis of work behavior revisited and an extension,” Academy of Management Review, 1, pp 50-63. 1976.
59. Kozlowski, S. & Farr, J., “An integrative model of updating and performance., “Human Performance, 1, pp 5-29. 1988.
60. Lawler, E.E. III.,”The multitrait-multitater approach to measuring managerial job performance,” Journal of Applied Psychology, 51, pp 369-381. 1967.
61. Ledford, G. E.,” Paying for the skill, knowledge, and competencies of knowledge workers,” Compensation and Benefits Review , 27(4), pp55-62. 1995.
62. Levine, E. L., ”Introductory remarks for the symposium : Organizational applications of self-appraisal and self-assessment: Another look.,” Personnel Psychology., 33, pp 259-262. 1980.
63. Lock, E., Cartledge, N. & Koeppel, J., ”Motivational effects of knowledge of results: A goal-setting phenomenon.,” Psychological Bulletin, 70, pp 474-485. 1968.
64. Lock, E., Latham, G., “A theory of goal setting and task performance.,” Englewood Cliffs, NJ: Prentice Hall. 1990.
65. Locke, R. A., ”What is job satisfaction ? ,”Organizational Behavior and Human Performance, 4, pp 309-336. 1976.
66. Lombardo, M., & McCauley, C. ,“Benchmark: A manual and trainer’s guide,” Greensboro, NC: Center for Creative Leadership. 1994.
67. London, M. & Beatty, R. ,”360-degree feedback as a competitive advantage.,” Human Resource Management , 32, pp 353-372. 1993.
68. London, M. & Smither, J, “Can multi-source feedback change perceptions of goal accomplishment, self evaluation, and performance related outcome? Theory-based application and directions for research,” Personnel Psychology, 48, pp 803-839.1995.
69. London, M. & Wohler, A. J. ,”Agreement between subordinates and self-ratings in upward feedback.,” Personnel Psychology, 44, pp 375-390. 1991.
70. Lord, R. & Hanges, P. ,”A control system model of organizational motivation.,” Behavioral Science, 32, pp 161-178. 1987.
71. Love, K. G.,” Comparison of peer assessment methods: Reliability, validity, friendship bias, and user reaction.,”Journal of Applied Psychology, 66, pp 451-457. 1981.
72. Mabe, P. A. III, West, S. G.,”Validity of self-evaluation of ability: A review and meta-analysis.,”Journal of Applied Psychology, 67, pp 280-296.1982.
73. Mathis, R. L. & Jackson, J. H.,”Personnel/Human Resource Management. Sixth Edition,” 1991.
74. Maurer, T. & Tarulli, B.,”Acceptance of peer/upward performance appraisal systems: Role of work context factors and beliefs about managers’ development capability,” Human Resource Management, 35, pp 217-241. 1996.
75. Maurer, T. & Tarulli, B.,”An investigation of perceived environment, perceived outcome, and person variables in relation to voluntary development activity by employees.,” Journal of Applied Psychology, 79, pp 3-14. 1994.
76. McCall, M.W. & Lombardo, M.M, ”What makes a top executive? ,” Psychology Today, pp 26-31. 1983.
77. McCauley, C. & Lombardo, M., ”Benchmark: An instrument for diagnosing managerial strengths and weaknesses. In K. Clark & M. Clark (Eds.),” Measures of leadership West Orange, NJ: Leadership Library of America., pp 535-545. 1990.
78. McCauley, C., Lombardo, M. & Usher, C ,”Diagnosing management development needs: An instrument based on how managers develop,” Journal of Management, 15, pp 389-403. 1989.
79. McCormilk, E. J. & Tiffin, J. (1974). Industrial psychology. N.J.: Prentice-Hall Inc., 6th et., 98.
80. McEvoy, G. M., & Buller, P. F.,”User acceptance of peer appraisals in an industrial setting.,”Personnel Psychology., 40, pp 785-797. 1987.
81. Mihal, W. L., Sorce, P. A., & Compte, T. E.,”A process model of individual career decision making.,”Academy of Management Review, 9, pp 95-103. 1984.
82. Moses, J. , Hollenbeck, G. P. & Sorcher, M., “Other people’s expectations.,” Human Resource Management, 32, pp 283-297. 1993.
83. Mount, M. K. ,”Psychometric properties of subordinate ratings of managerial performance.,” Personnel Psychology, 37, pp 687-701. 1984.
84. Nisbett, R. E. & Ross, L., “Human inference: Strategies and shortcoming of social judgmen,” . Englewood Cliffs, NJ: Prentice-hall. 1980.
85. Nisbett, R. E. & Wilson, T. D.,” Telling more than we can know : Verbal reports on mental processes,” Psychological Review, 84, pp231-259. 1977.
86. Noe, R. A. & Wilk, S. L., ”Investigation of the factors that influence employees’ participation in development activities, “Journal of applied psychology, 78, pp 291-302. 1993.
87. Noe, R. A. & Wilk, S.,”Investigation of the factors that influence employees’ participation in development activities,” Manuscript under review. 1991.
88. Pearce, T. L. & Porter, L. W., ”Employee responses to formal performance appraisal feedback,” Journal of Applied Psychology, 71, pp 211-218. 1986.
89. Porac, J. F., Nottenburg, G. & Eggert, J.,” On entending weiner’s attributional model to organizational context.,”Journal of Applied Psychology., 66, pp 124-126. 1981.
90. Poter, L. W. ,” A study of perceived need satisfaction in bottom and middle management jobs,” Journal of Applied Psychology, 45, pp 1-10. 1961.
91. Raelin, J. A. & Cooledge, A. S., “ From generic to organic competencies,” Human Resource Planning, 18(3), pp24-33. 1995.
92. Roadman, H. E.,”An industrial use of peer ratings.,”Journal of Applied Psychology, 48, pp 211-214. 1964.
93. Seashore, S. E. & Taber, T. D.,” Job Satisfaction and their correlates,” American Behavior & Scientists, 18, pp346. 1975.
94. Sevy, B. A., Olson, R. D. McGuire, D. P., Fraser, M. E.& Paajanen, G. ,”Management skills profile research report and technical manual,” Minneapolis MN: Personnel Decision, Inc. 1985.
95. Shrauger, S.J. & Osberg, T.M.,” The relative accuracy of self-prediction and judgments by others in psychological assessment.,”Psychological Bulletin, 90, pp 322-351. 1981.
96. Smith, H. J., “Behavior in organization,” Illinois: Richard D. Inwin, Inc, p265. 1977.
97. Smith, P. C., “Behaviors, results, and organizational effectiveness: The problem of criteria. In Dunnette MD (Ed.),,”Handbook of industrial and organizational psychology (2nd ed., 745-755). Chicago: Rand-Mcnally. 1976.
98. Smither, J. W. & London, M., “An examination of the effects of an upward feedback program over time.,” Personnel Psychology, 48, pp 1-34. 1995.
99. Spencer, L. M. & Spencer, S. M., Competence at Work, New York: John Wiley & Sons. 1993.
100. Taylor, M. S. , Fisher, C. D. & Ilgen, D. R.,” Individuals’ reactions to performance feedback in organizations : A control theory perspective,” Research in Personnel and Human Resource Management, 2, pp81-124. 1984.
101. Thornton, G. C.,”Psychometric properties of self-appraisals of job performance.,”Personnel Psychology., 33, pp 262-271. 1980.
102. Tornow, W. ,”Perceptions or reality: Is multi-perspective measurement a means or an end? ,” Human Resource Management, 32, pp 221-230. 1993.
103. Tornow, W. E ,”Editor’s note: introduction to special issue on 360-degree feedback.,”Human Resource Management, 32, pp 211-219. 1993.
104. Tuckman, B. & Oliver, W. ,”Effectiveness of feedback to teachers as a function of source.,”Personnel Psychology, 59, pp 297-301. 1968.
105. Van Velsor, E., & Leslie, J. B. ,”Feedback to Managers 1991,” Reports #149R & #150R, Greensboro, NC: Center for Creative Leadership. 1991.
106. Van Velsor, E., Taylor, S. & Leslie, J.,” An examination of the relationships among self-perception accuracy, self-awareness, and leader effectiveness.,” Human Resource Management, 32, pp 249-264. 1992.
107. Vroom V. H., ”Work and Motivation,” New-York: Wiley.1964.
108. Wexley, K. N. & Klimoski, R. ,”Performance appraisal: An update. In Rowland KM, Ferris GR (Eds.),.”Research in personnel and human resources management ,Greenwich, CT: JAI Press., 2, pp 35-79. 1984.
109. Wexley, K.N. & Baldwin, T.T.,”Management development,” Journal of Management, 12, pp 274-294. 1986.
110. Wohlers, A. J. & London, M.,” Ratings of managerial characteristics: Evaluation difficulty, subordinate agreement, and self-awareness,” Personnel Psychology, 42, pp 235-261. 1989.
111. Yammarino, F. & Atwater, L. ,” Do managers see themselves as others see them? Implications of self-other rating a agreement for human resources management.,” Organizational Dynamics, 25(4), pp35-44. 1997.
112. Yammarino, F. J. & Atwater, L. E. ,”Understanding self-perception accuracy: Implications for human resources management.,”Human Resource Management , 32, pp 231-249. 1993.
113. Yammarino, F. J. & Dubinsky, A. J.,”Superior-subordinate relationshjp: A multiple level of analysis approach.,”Human Relations, 45, pp 575-600. 1992.
114. Yeung, A. K., “ Competencies for HR professionals: An interview with Richard E. Boyatzis,” Human Resource Management, 35(1), pp119-131. 1996.
115. Yu, J. & Murphy, K. R.,”Modesty bias in self-ratings of performance: A test of the cultural relativity hypothesis., ”Personnel Psychology, 46, pp 357-363. 1993.
116. Zammuto, R. F., London, M. & Rowland, K. M.,” Organization and differences in performance appraisals.,” Personnel Psychology, 35, pp 643-658. 1982.