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    Title: 管理才能心理測驗、360度回饋在多元迴歸與多重切點甄選策略上之比較分析研究─以軍中連級輔導長為例
    Authors: 徐正輝
    Contributors: 張裕隆
    徐正輝
    Keywords: 管理才能
    評鑑工具
    心理測驗
    360度回饋
    甄選策略
    多元迴歸
    多重切點
    Date: 2003
    Issue Date: 2009-09-17 13:11:47 (UTC+8)
    Abstract: 本研究之目的在於探討:(1)「360度回饋」與「傳統上司評鑑」對於自評效標與學習成效解釋預測力的比較;(2)「360度回饋」與「管理才能心理測驗」對於自評效標與學習成效解釋預測力的比較;(3)針對「連級輔導長」,以「管理才能心理測驗」與「360度回饋」,進行多元迴歸與多重切點的「甄選策略」,以及其「入選」學員在自評效標與學習成效上的差異比較。
    本研究樣本為義務役預官,共358人,包括實習幹部41人。研究結果顯示:(1)管理才能心理測驗各向度之內部一致性係數介於.52-.81,中位數為.68,且測驗結果能有效地預測自評效標上的表現(多元相關係數介於.39~.67),但對學習成效則預測較低(多元相關係數介於
    .11~.20);(2)360度回饋不同評分來源彼此之間,上司與部屬、上司與同儕之間的得分達顯著相關,且360度回饋的總分與多數效標皆達顯著相關(相關係數介於.33~.51);(3)360度回饋僅在預測實習幹部「受訓表現」上的表現,比傳統上司評鑑可以解釋更多的效標變異量;(4)360度回饋總分在預測實習幹部「學習成效」上的表現,較管理才能心理測驗為佳;而管理才能心理測驗總分則在預測實習幹部「自評效標」上的表現,較360度回饋為佳;(5)運用管理才能心理測驗的評量結果,進行多元迴歸與多重切點的甄選策略之分析,結果均能區辨受訓學員在「自評效標」上的表現,但兩種不同甄選策略所選取出來的受測者,其在效標上的表現並未達顯著差異;然而,運用360度回饋的評量結果,進行多重切點甄選策略之分析,其結果只能區辨實習幹部在部份「學習成效」效標上的表現。最後,研究者並進一步提出本研究之限制、後續研究之方向,以及具體之實務建議。
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    Description: 碩士
    國立政治大學
    心理學研究所
    88752006
    92
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0088752006
    Data Type: thesis
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