本研究主要針對績效管?制?對於組織的效益進?分析。績效管?制?包含四個構面，分別?員工?與目標設定、評估標準與方法、績效資訊蒐集與回饋、評估結果與酬償?結。在效益指標上，以內部顧客滿意與財務指標作?組織績效指標。研究結果發現，預期完善績效管?制?對於組織所帶?的正向財務效益與提升內部顧客滿意的關係並非全然存在，而應視組織的策?目的而有所調整。如提供明確的考評標準與方法，可有效提升直線主管滿意?；員工?與目標設定與組織的經營能?有正向關係；評估結果與酬償?結可提升組織的獲?能?。
The aim of this study is to study the relationship between performance management and organizational performance. Through literature review, we divided the performance management to four functions, which are goal setting with employee, specific appraisal criteria, performance information collection and feedback, linkage the appraisal outcome to reward. Internal customer satisfaction and financial performance are taken to be the organization performance. The results demonstrated that no all function of performance management is benefit to organizational performance. Specific findings are discussing.
