本研究試圖探討360度職能評鑑自評與上司評結果不一致的可能因素，並聚焦在自戀性格與領導者與成員交換關係(LMX)上。本研究收集台灣地區一家組織之360度職能評鑑自評（員工自評）與他評（上司評部屬）的評鑑結果，再針對員工進行LMX與自戀性格的問卷調查，共蒐集了192份有效上司-部屬對偶資料。階層迴歸分析結果顯示：(1)LMX與主管對部屬人際互動相關職能的評估，呈現正向關係；LMX越好，主管對部屬人際互動相關職能的評估越佳。然而，LMX與部屬對自己人際互動相關職能的評估，沒有關連性。(2)部屬自戀性格與主管對部屬人際互動相關職能的評估，呈現負向關係；部屬自戀性格越高，主管對部屬人際互動相關職能的評估越低。然而，部屬自戀性格與部屬對自己人際互動相關職能的評估，沒有關連性。

Our research explores the potential factors which lead to the inconsistency between self (employee) and other (supervisor) ratings of 360 degree feedback, specifically leader-member exchange relationship (LMX) and narcissistic personality. We collected employee and supervisor ratings of 360 degree in a Taiwan organization and further ask the employees to rate LMX and narcissistic personality using questionnaire. We finally obtained 192 valid supervisor-employee dyad data. The results of hierarchical regression showed that (1) LMX is positively related to manager ratings of interpersonal competencies. However, LMX is not related to self-rating of the same competencies. (2) Narcissistic personality is negatively related to manager-ratings of interpersonal competencies. However, narcissistic personality is not related to self-rating of the same competencies. The implications of the results were discussed at the end.

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