人才管理已成為國內外企業一個重要趨勢。多數有推行管理職能的企業多採行360度評量的評估方法，協助人才發展並幫助組織留住優秀人才。然而360度評量是一個複雜的新工具，尤其台灣在甫導入初期，員工可能因為對評量的不瞭解而誤解了360度評量的目的及用途，對評量工具產生不信任或負面的反應。過去研究發現員工透過對組織互動公平認知的提升，對於變革的執行或新工具的施實有正向的幫助。因此，本研究欲探討實施360度評量時，組織的互動公平認知與組織犬儒主義、自我發展接受性之間的關係，以做為企業導入360度評量時的參考。 本研究以360度評量中曾擔任受評者角色的四家個案公司260位主管為樣本，進行問卷調查。研究結果發現組織互動公平認知中的「人際公平認知」及「資訊公平認知」對於「組織犬儒主義」有顯著負向影響，並且「人際公平認知」及「互動公平認知」透過「組織犬儒主義」的完全中介，對受評者的「自我發展接受性」產生影響。 Talent management has been an important trend for businesses in the world. Many businesses which had built 「management competencies」 used 360 degree feedback evaluation method to help themselves to do talent development and to keep the talents. However, 360 degree feedback evaluation is a complexity new tool, especially in Taiwan used the tool not a very long time, so the evaluatees may don’t know the 360 degree feedback evaluation very much, and easy to misunderstand its purposes and uses, to result some doubt and negative reaction to the tool. Past researches had found out that through improving evaluatees’ perception of interactional justice could positively affect the results of implementing change or implementing new instruments. As a result, the study is going to discuss the relationship between perception of businesses’ interactional justice, organizational cynicism, and acceptance of self-development when implementing the 360 degree feedback evaluation, expect which can help businesses to consult. The study used a total of 260 managers who had played the role of a evaluatee in 4 companies respectively as a questionnaire sample. In results of the study found that “organizational cynicism” was significant negatively affected by “perception of interpersonal justice” and “perception of informational justice” respectively. Also, through the mediator “organizational cynicism”, “perception of interpersonal justice” and “perception of informational justice” could affect evaluatees’ “acceptance of self-development”.
