| Summary: | 碩士 === 中華大學 === 科技管理學系碩士班 === 98 === Performance evaluation is significantly related to personal promotion, job transfer, advancement, bonuses and other benefits. Many studies pointed out that performance evaluation is tremendously important for enterprises and organizations. Performance, therefore, must be built based on a properly adjusted system with perfection, fairness, justice and comprehensiveness, trustworthiness, and fair judgments. By doing so, the enterprise may be able to effectively use the talents, inspire morale so as to enhance employee performance. Consequently, the enterprise performance can be enhanced and goal achieved. Eventually, the expectation of installing this performance assessment system can be fulfilled.
The survey of the research is conducted through questionnaires, and then aided with social survey statistics analysis software as analysis tools, to verify the relationships between the variables. In addition, the document analysis method is used to collect relevant information for the proof of the research. After collecting the questionnaires, the data processing is applied, including descriptive statistical analysis, reliability analysis, T test, One way ANOVA and Scheffe post hoc comparison, correlation analysis, etc. The findings have shown as follows:
1. They are remarkably different in diversified job classifications of employees in the aspect of "Performance Evaluation & Cognition". Among them, the assessment in recognition of employees (in technical grade) is of higher than that of employees (in management level).
2. They are remarkably different in diversified job classifications of employees in the aspect of "Job Satisfaction". Among them, the evaluation in recognition of employees (in management level) is of higher than that of employees (in technical grade).
3. They are remarkably different in the aspect of "endeavor and commitment. Among them, the recognition of employees whose working years are between six to ten years is the lowest.
4. "Performance Evaluation" versus "job satisfaction" showed a medium-low positive relation; "Performance Evaluation" versus "organizational commitment" showed a low positive relation; and "Job Satisfaction" versus "Organizational Commitment" presented a low positive relation.
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