對企業而言，績效考核為重要的人力資源管理措施，目的為評估員工表現並進行管理決策，但對員工而言，績效考核卻是每年必須面對的重大考驗。本研究提出員工之人格特質影響績效考核下員工之自我覺察，與自我調整學習之關係之假設，釐清績效考核對不同人格特質之員工造成之心理歷程，以及績效考核後員工之自我調整學習程度。

本研究採網路便利抽樣之調查方式，蒐集155份有效問卷進行分析，結果發現（１）員工之自我效能與績效考核後員工之自我覺察程度成正向關係；（２）員工之自我覺察程度與自我調整學習程度成正向關係；（３）自我覺察為自我效能與自我調整學習正向關係之中介變數（４）人格特質當中的內外控傾向則為自我效能與自我覺察正向關係之調節變數。

本研究最後討論研究結果，並提出實務管理意涵、研究限制與未來研究建議提供各界作為參考。

For enterprises, performance appraisal is an important human resource management measures to evaluate employees’ performance and make management decisions. In the other hands, employees regard annual performance appraisal as major tests. In order to figure the relationship between performance appraisal and employee’s reaction out, the hypothesis is the employees’ reaction after appraisal is proposed by individual characteristics of employee. Employees with different self- efficacy will affect employee’s self-awareness, and the degree of self-awareness will affect the status of employees’ self-regulation.

This study investigated the network of convenience sampling method, collected 155 valid questionnaires were analyzed and found that (1) Self-efficacy affects self-awareness positively; (2) Self-awareness affects self-regulated positively; (3)
Self-awareness is the mediator of self-efficacy and self-regulated learning ; (4) Personality traits among locus of control is the moderator of the relationship between self-efficacy and self-awareness. The results of this study discusses and puts forward practical implications, limitations and advice of future research to provide the public as a reference.

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