| Summary: | 碩士 === 國立中央大學 === 高階主管企管碩士班 === 104 === In practice, the Potential Performance Matrix is being used to appraise those candidates to see if they are ready to move on to the next position. During the research in the past, the performance appraisal is to evaluate the behavior, character, and the result as the job done. It is the consequence by what a candidate has been doing over a period of time in the past. On the other hand, the potential is to measure the ability and quality of a candidate in learning, coping with the external changes and the cultural fit in an organization. As the employee is ready to move on to the next step, the supervisor will see her/his outstanding job performance and the extraordinary potential. And the promotability of the employee will be increased accordingly. Other than the job performance and potential, the individual and situation factors need to be taken into consideration. In another words, there is the considerable influence over the person-to-supervisor fit by the quality of the working relationship and interaction between the supervisor and employee. This has to be considered under the current relationship-oriented environment nowadays, as well as its association with the promotability. In this research, we will study the moderating effects of the leader-member exchange and person-to-supervisor fit, as well as the association between the promotability.
The questionnaire survey was proceeded with the hard copy and the convenience sampling, and conducted by the people at work in 5 companies from China and Taiwan. And there are 88 sets of questionnaires per each company.
From the result of this research, the potential is positively related to the promotability. And the leader-member exchange and person-to-supervisor fit does not moderate positively the potential of the employee and the promotability. We will go into further details at the end.
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