過去研究探討員工的晉升力評分大都從職涯發展，鮮少從接班人才觀點進行討論。工作績效雖被視為晉升力評分的邏輯前因，但相對較其他前因與晉升力評分的關係，顯得較不清楚。少數學者將整體工作績效，進一步區分為任務性和脈絡性績效。更有學者呼籲，需要將工作績效擴展，包含能回應變動工作要求的適應性績效。然而，任務性、脈絡性和適應性績效三者的關係，目前存在兩種研究觀點。本研究以兩種研究模型進行探討。研究結果顯示任務性、脈絡性和適應性績效，除了都會對晉升力有直接影響，還有三維交互作用存在。而任務性和脈絡性績效，也會部分中介適應性績效與晉升力評分的影響。研究結果的理論與實務意涵，和後續研究建議呈現於文中。;Previous research of promotability mostly focused on career development but less on talent management. Job performance evaluations have been regarded as logical antecedents of promotability. However, job performance in promotability decisions is much less clear than other evaluation criteria. Few studies have distinguished overall job performance into task and contextual performance. Some researchers have suggested expanding job performance to include adaptive performance, responsiveness to changing job requirements. However, there are two research perspectives on the relationship of task, contextual, and adaptive performance. This study examines two theoretical explanations. Results indicate that task, contextual and adaptive performances not only have direct effects on promotability, but also have a three-way interaction. Task and contextual performance partly mediate the relationship between adaptive performance and promotability as well. Theoretical and practical Implications of results are discussed and future research directions are offered.
