The Study of Cross-Level Analysis of Leader-Member Exchange Relevant to Performance Appraisal Satisfaction

• Main Author: 蔡佳盛
• Other Authors: 洪贊凱
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/69837271767743799984

碩士 === 國立彰化師範大學 === 人力資源管理研究所 === 96 === Performance appraisal did have been proved to affect different management function profoundly, and it was the most effective way to enhance the efficacy of performance appraisal by increasing performance appraisal satisfaction. With the team-oriented job design widely adopted by the industry, appraisal satisfaction became the highlight of this study. There were several things verified as whether the development of relationship between team leader and team member affect appraisal satisfaction? Or did the relationship influence team member’s feedback seeking behavior and team’s justice climate? Hence, this study aimed to explore (1)the effect of individual-LMX on feedback seeking behavior and appraisal satisfaction;(2)the effect of feedback seeking behavior on appraisal satisfaction;(3)the mediating effect of feedback seeking behavior on individual-LMX and appraisal satisfaction; (4)the effect of team-LMX on justice climate and appraisal satisfaction;(5)the effect of justice climate on appraisal satisfaction;(6)the mediating effect of justice climate on team-LMX and appraisal satisfaction;(7)the moderating effect of justice climate on individual-LMX and appraisal satisfaction. In this study, the target samples were the work teams from the companies of the industry database, and the 150 teams were purposively sampled. Each work team had to fill out 4 questionnaires (one for team supervisor and three for team members). Three were 324 valid questionnaires collected from 81 teams that were empirically analyzed using the method of hierarchical linear modeling. The findings revealed: (1) individual LMX has a positive effect on feedback seeking behavior, performance session and system satisfaction;(2) feedback seeking behavior has a positive effect on session satisfaction;(3) feedback seeking behavior has partial mediating effect on individual LMX and session satisfaction.;(4).procedural justice climate has a cross-level direct effect on session and system satisfaction.