| Summary: | 碩士 === 弘光科技大學 === 健康事業管理研究所 === 105 === Most of the enterprises that implement competency evaluation would adopt the multi-source feedback method in which factors like the demographic characteristics of those being evaluated, self-report results, and the results of the evaluation of the respondents may affect their psychology and performance in the next stage. The purpose of this study is to discuss how would the demographic characteristics of hospital nursing staff and their concept of self-other agreement influence their performance under the multi-source feedback competency evaluation in hospitals.
The subjects of this study are 1,067 nursing staff working in a hospital who had been given a multi-source feedback competency evaluation in 2014 and 2015. Data on their self-report and assessment from others, job performance, and demographic characteristics are analyzed in this research. We use the classification proposed by Atwater and Yammarino(1992) to analyze their self-other agreement. We find that: (1)Under the same multi-source feedback competency evaluation, the performance of the nursing staff was significantly different in two years, 2015 was notably better than 2014. (2)The self-other agreement has an effect on their performance in the past two years and the nursing staff with high self-other agreement demonstrated the most improvement in performance. (3)Age and seniority have an interactive effect on their performance over the past two years. Nursing staff aged between 20 and 29 and with less than 2 years experience showed the most improvement in performance.
This study not only provides empirical evidence on the effectiveness of multi-source feedback competency evaluation in the healthcare industry but also allows the staff to be more assured with this evaluation system.
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