近年來自戀型主管日趨增加，在其魅力領導下，散發著光環與希望，此特質讓他們容易在組織中脫穎而出，晉升到主管的位階。雖然自戀型主管擁有與生俱來的領導魅力，但也可能因自戀的性格剛辟自用、缺乏同理心，無法接納別人的建議，因而產生人際互動上的問題。另一方面員工的績效評核結果將影響其應有的獎勵與報酬，當自戀型主管在行使主管的考評權利時，其所評定部屬的績效是否能被真實呈現? 本研究試著以主管的自戀性格做為切入點，探討其對評定部屬工作績效之關連性。

為探討主管的自戀性格對其評定部屬績效的影響，本研究採問卷調查法收集資料，以在職員工為施測對象，採主管與受評部屬配對問卷的方式填答，總計有效主管樣本數68份、受評部屬樣本數295份，有效問卷回收率為80.5%。經由相關分析及獨立樣本t檢定分析進行假設驗驗，其研究結果如下：(一) 高自戀性格主管所評定部屬的任務績效會較低自戀性格主管為低。

本研究茲將研究結果進行分析與討論，並提出管理實務意涵、研究限制與未來研究建議以期對將來的研究有所貢獻。

In recent years, narcissistic supervisors have been increasing, and under the glamour of leadership, they have a halo and hope around them. This trait makes them easy to become a supervisor. Although narcissistic supervisors have the inherent leadership fascination, they may also be self-contained, lacking empathy, and unable to accept other people’s suggestions, thus creating problems in interpersonal interaction. On the other hand, the performance-rating of subordinators will affect their rewards. When the narcissistic supervisors do the performance-rating to their subordinators, can the performance result of the subordinates be truly presented? This study explores the influence of supervisors’ narcissistic trait on their performance-rating to their subordinators.

In order to explores this study, the questionnaire survey method was used to collect data, and the on-the-job staff was the subject of the test. The questionnaire was collected by the supervisors and the subordinators. The total number of valid supervisors’ sample was 68, and the number of valid subordinates’ samples was 295. The effective questionnaire recovery rate was 80.5%. Hypothesis testing was performed via Person correlation analysis and independent sample t-test analysis. The result of the study is as follow: (1) The task performance of the subordinates rated by high Narcissistic trait supervisor will be lower than low Narcissistic trait supervisor.

The research results are analyzed and discussed, and the management practices are proposed. Research restrictions and future research proposals are proposed to contribute to future research.

論文審定書 i
摘要 ii
Abstract iii

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 自戀性格 4
第二節 工作績效 8
第三節 自戀性格與工作績效的關係 11
第三章 研究方法 13
第一節 研究架構 13
第二節 研究樣本 14
第三節 研究變項與衡量方法 17
第四節 資料分析方法 19
第四章 研究結果 20
第一節 各變項之平均數與變異數及變項間的相關程度 20
第二節 主管自戀高低組在其績效評定上的差異檢定 22
第五章 結論與建議 24
第一節 結論 24
第二節 管理實務意涵 26
第三節 研究限制與建議 29

參考文獻 30
一、中文部份 30
二、英文部份 31

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