| Summary: | 碩士 === 大同大學 === 事業經營研究所 === 90 === Performance appraisal, which is a very important organizational activity in the human resource management, is designed to enhance employee effectiveness. But many experts feel that traditional appraisal fails to improve performance and may finally even backfire.
For many years, researchers have recommended a participatory, goal oriented performance appraisal system as a remedy for the deficiencies of traditional performance appraisal.
The new performance management model changes the traditional approach to performance planning by encouraging employees to participate in the appraisal process. It involves the cultivation of employee participation in all facets of appraisal system development and administration including performance standards, work goals, the interview process, the development of specific and challenging performance goals, and the provision of regular, specific performance feedback.
This study examined the relationship between PGF appraisal, employee acceptance, and appraisal outcomes. Data were collected using the questionnaire survey. This study also used five employee demographic variables as moderator variables to test the moderating effects; in addition, descriptive statistics, reliability analysis, simple correlation analysis, factor analysis, and hierarchical regression analysis were adopted in this study.
The results of this study show that the PGF appraisal demonstrates both direct and indirect influence through employee acceptance on the appraisal interview efficacy, ratee appraisal satisfaction, and employee productivity and motivation. A key finding is that PGF performance appraisal does appear to have value. It enhances important desired appraisal outcomes. Benefits accrue to mangers and employees through more favorable employee responses of greater satisfaction with the appraisal system, performance and motivation improvement, and interview efficacy. Appraisal, therefore, appears to enhance communication and feedback and helps to identify employees'' strengths and weaknesses as desired by organizations.
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