Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Graduate School of Business | en_US |
| dc.creator | 郭曉科 | - |
| dc.creator | Guo, Xiaoke | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/4054 | - |
| dc.language | Chinese | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | 多评估源评估结果和上级的上级的"爱屋及乌"于受评者职位晋升的影响研究 | en_US |
| dc.title | Duo ping gu yuan ping gu jie guo he shang ji de shang ji de "ai wu ji wu" yu shou ping zhe zhi wei jin sheng de ying xiang yan jiu | en_US |
| dcterms.abstract | 360-degree feedback, a relative new appraisal method, is increasingly widely used in practice and more performance information can be collected from the ratee's supervisor, pees, subordinates and customers etc. It has many purposes such as development and administration and the latter is getting more and more attention. The research concerns that what are the raters' roles in promotion decision. Based on the literature review and the need of practice, the research proposes the hypotheses which aim at finding the effects of the ratings in 360-degree feedback, including the ratee's boss' boss rating on the ratee's boss, boss rating, peer rating and subordinate rating, on the ratee's promotion. Taking vice presidents' in provincial branches of a large state-owned enterprise in China as a sample, based on longitudinal data, many analyses are employed to data about performance and promotion from the sample, such as descriptives, correlation analysis and regresstion and so on, to test the hypotheses. There are some important findings about the analysis. According to the results, each rating has a significantly positive correlation with the ratee's promotion. And when the ratee's boss' boss is changed, the ratee's boss's performance information from the ratee's boss' boss moderates the relation between supervisor appraisal and ratee's promotion, which is a new finding in the research. The findings and the future study are discussed. The research extends 360-degree feedback theory, identifies the rating sources' influences on ratee's promotion and postulates mechanism theory of the ratee's boss' boss appraisal in promotion decision, which has much more significance in both theory and practice for the study of 360-degree feedback and promotion in China. | en_US |
| dcterms.alternative | The study on the influence of multisource appraisal and "love me, love my dog" effect from boss' boss on the ratee's promotion | - |
| dcterms.extent | ix, 126 leaves : ill., charts ; 30 cm. | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2008 | en_US |
| dcterms.educationalLevel | All Doctorate | en_US |
| dcterms.educationalLevel | D.Mgt. | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations. | en_US |
| dcterms.LCSH | 360-degree feedback (Rating of employees) | en_US |
| dcterms.LCSH | Promotions. | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b2290976x.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 13.87 MB | Adobe PDF | View/Open |
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