公務人員為何沉默？公部門權力距離與員工沉默行為對工作滿意度之影響

Abstract

近年來，員工無聲訊息表達沉默的行為，對於組織創新與變革發展有很大的影響，受到學界和實務界廣泛地關注。然而，在我國公部門卻鮮少針對員工沉默行為進行相關的研究與討論。因此，本文依據Van Dyne等人（2003）對於多元動機下員工沉默行為的觀點，將沉默行為分為消極的默許性沉默、來自害怕的防衛性沉默以及捍衛組織利益的親社會性沉默，探討權力距離傾向對沉默行為的關係，以及沉默行為對工作滿意度之影響。透過網路問卷調查，本研究共蒐集了478位我國公務人員之意見，並運用結構方程式進行分析，研究結果發現，權力距離傾向確實會對默許沉默及防衛性沉默有顯著正向影響，然而，默許性沉默對公部門工作滿意度沒有因果關係。另外，權力距離傾向會透過防衛性沉默，進而影響工作滿意度。最後，本文提出研究的相關建議、限制及未來對於公部門員工沉默的研究方向。

In recent years, employees` silent information to express silent behavior have a great impact on organizational innovation and reform and development. While the research of employee silence has received widespread attention from researchers and practitioners, there are few related studies and discussions in Taiwan on employee silent behavior in the public sector. Therefore, based on the perspectives of multiple motivation of silent behavior proposed by Van Dyne, Ang, and Botero (2003), employee silence is classified into three dimensions, including acquiescent silence, defensive silence from fear, and pro-social silence to defend organizational interests. This research explores the relationship of power distance tendency to silent behavior and the influence of silent behavior on job satisfaction. Using online questionnaire survey, this study collected 486 responses from public employees in various public agencies. In terms of structural equation modelling, the results found that the power distance tendency does have a significant positive impact on acquiescent silence and defensive silence. But acquiescent silence has no causal relationship with job satisfaction in the public sector. In addition, the power distance tendency affects job satisfaction through defensive silence. Finally, this study puts forward relevant recommendations, limitations and future research directions for employee silence in the public sector.