| Summary: | 碩士 === 國防管理學院 === 資源管理研究所 === 90 === ABSTRACT
In today’s competitive market, “brain power” becomes much more important than “manual labor”. This transition leads modern managerial people to seek balance between sex or even gender differences and to be more effective. However, most business sectors have not adopted better evaluation mechanism so that the result is predictable. Facing to the need of current and future development, the military of ROC has increased its manpower of female officers. The result comes prominent with force flexibility. However, from the viewpoint of human resource management, are they properly used? How to evaluate their performance as to evaluate the male officers? Or, we might say, is there a fair or a proper system to judge their performance?
The evaluating system in military exists in all kinds of documents and regulations. In order to avoid unfair evaluation, and also to combine standard, goals and strategy, this study discusses a common standard of evaluation of military female officer’s performance by exploring related literature and applying the idea of “Balanced Scorecard”. Through analyzing the elements, there are four basic components: “capability and educational background”, “learning and innovation”, “service quality” and “righteousness”, and other twenty- eight indicators. Furthermore, by using statistical methods such as Scheffe’s test and MANOVA, it is clear that among those military female officers the sexual difference and different units they serve are the influential indicators. The results are as follows.
1. There is inconsistency between sex groups and between education levels groups in assessing the female military offices’ performance.
2. From the demography, it shows that the lower ranking and less experience officers have greater satisfaction toward female officers than those of higher ranking do. Experience and high requirement of high-ranking officers might cause such a difference. It indicates that it is time to bring in a set of new and fair evaluation system.
3. There is no difference among services and units from the subject’s responses.
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