A Study on the effects Performance Evaluation Equity and Working Attitude on Job Performance－The Instance of The TFT-LCD Business in Taiwan

• Main Authors: Chen-che Wu, 吳承哲
• Other Authors: Shuang-Shii, Chuang
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/65392687453226732773

碩士 === 國立成功大學 === 高階管理碩士在職專班 === 97 === Many departments and employees in the TFT-LCD business in Taiwan make the work of performance appraisal to be more complicated; the scholar shows that over 61% of the employees are discontent with the appraisal results. To the organization, the justice of appraisal is an important index 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, including job satisfaction, organization commitment, job involvement and job performance. The object in this research is the TFT-LCD business in Taiwan. We investigate the justice cognizance of performance appraisal institution, and the possible influence on working attitude and job performance. 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 mediator variables, job performance to be according-variable, and explore the relationship and influence of personal property variable, justice of performance appraisal, working attitude and job performance with the items mentioned above. We hope to provide the performance appraisal standard to the TFT-LCD business in Taiwan to evaluation, human resource management, and the reference of raising employee results. This research total gives 500 questionnaires, and effective questionnaire is 345. Through Factor and Reliability Analysis, Regression Analysis, Independent-Samples T test and Reliability Analysis, we have the important finding as follows: 1.The influence of justice of performance appraisal institution on the working attitude and job performance is obvious. 2.The influence of working attitude on the job performance is obvious. 3.Working attitude have mediating effect between the justice of performance appraisal institution and job performance. 4.To the personal properties of employee, except department, sex, age, marriage, education degree, service years, and position, the difference is obvious to procedure justice, distributive justice, job satisfaction, organization commitment, job involvement, job performance, etc. The end of studies originally according to the research as a result, to manage an actual situation and will study to put forward a suggestion in the future to provide the enterprise field and the academic circles.