| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所碩士在職專班 === 97 === Recently, more and more organizations around the world are paying the high attention on people development, they are using multisource, or 360-degree feedback as the tool to assist the employees to know their own leadership styles and create the opportunities for further development. Although many human resources researches indicate that multisource is an important mechanism for leadership development, however, organizations must attend to and address several issues in order to maximize the utility of multisource feedback.
The purposes of this study were to investigate the implementation process of 360 degree feedback system for achieving the objective of leadership development in one case study of one international transportation company. This research is to study the key factors to influence the perception of acceptance for 360 degree feedback, and the intention of leadership development to the ratees. The research indicates that the ratees’ perception of 「organization further support」、「giving accountabilities」、「the effectiveness of system」 and 「the capabilities of raters」have the positive impact to the perceptive acceptance of 360 degree feedback；and the ratees’ perception of 「assessment objective communication」、「organization further support」、「giving accountabilities」and「questionnaire design」 have the significant influence to the intention of leadership development. In the meanwhile, the research also proposes the lesson learn from the managerial point of view and the suggestions to the company as the reference for the implementation enhancement in the future.
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