조직구성원에 관한 평가의 일치성이 조직성과에 미치는 영향

목차

Ⅰ. 서 론
1.1 연구배경 및 문제제기
1.2 연구의 목적
1.3 연구방법 및 범위

Ⅱ. 이론적 배경
2.1 평가일치성의 의의 및 중요성
2.2 자기평가와 상사평가의 과정과 차이
2.3 평가일치성이 조직성과에 미치는 영향

Ⅲ. 연구의 설계
3.1 연구의 모형
3.2 연구가설의 설정

Ⅳ. 실증분석 결과
4.1 타당성 검증
4.2 신뢰도 검증
4.3 상관관계 분석
4.4 연구가설의 검증

Ⅴ. 결 론
5.1 연구결과의 요약 및 시사점
5.2 연구의 한계점과 향후 연구과제

참고문헌
Abstract

본문내용

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The Effects of Employee Rating Agreement on
Organizational Outcome: Focusing on the Agreement
between Self-Rating and Superior-Rating
Kim, In-Ho*·Bae, Dal-Soo**
The core task of this article was to study on how much influence the agreement level of self-rating and superior-rating make on organizational outcome.
To develop this study progressively, we have studied the restrictions of this study and suggested the directions for the future studies as follows.
Firstly, the unified superior rating system is used in the companies in Korea as rating system. Therefore we shall develop and introduce various kinds of other rating systems such as colleague rating and junior rating as well as parallel execution of self rating and superior rating.
Secondly, we shall develop and distribute the appropriate tools to stabilize self rating system and get accurate rate in self rating.
Thirdly, to study on the rating agreement more deeply, we shall review and find out the effective methods of rating table preparation and operation in the companies.
Fourthly, there shall be various kinds of analysis and study on diversified factors that make influences on the rating agreement.
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Key Words : Rating Agreement, Intelligence, Ability, Analytic ability, Achievement status
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* Professor, Dept. of Business Administration, Kyungwon University
** Dept. of Marketing Information, Cheonan College of Foreign Studies

키워드

조직구성원,   조직성,   평가일치성