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題名 考績制度救濟問題之研究－ 以100年-104年保訓會再申訴案件為例
A Study of Administration Remedy in the Civil Service Performance Appraisal System: using CSPTC Re-appeal Cases (2011-2014) as an Example
作者 羅雅馨
貢獻者 陳敦源
羅雅馨
關鍵詞 救濟
申訴
再申訴
考績
實體瑕疵
程序瑕疵
remedy
appeal
re-appeal
performance appraisal
procedural defect
substantive defect
日期 2016
上傳時間 2-九月-2016 01:03:29 (UTC+8)
摘要 公務人員考績與各項權益息息相關，除了獎金請求權和晉級外，後續升等、陞遷、訓練等皆會受到影響。自90年起，為解決甲等比例過高的問題，銓敘部和前人事行政局要求各機關甲等比例以50%為原則，不超過75%為上限。雖然使過去年年甲等的現象消失，但這種限制也讓公務人員質疑考績評定的公平性。然而雖然對考績不斷有質疑的聲浪，但是因考績提起救濟案件似乎並不如質疑的聲浪。本研究主要係瞭解為什麼再申訴人要提起再申訴，影響對考績不滿的公務人員決定提起或不提起申訴再申訴的原因，以及是否申訴再申訴對當事人後續工作和組織的態度的影響。
     根據研究發現，大多數的再申訴人主張其績效良好，符合考列甲等的要件，而認為考績不當；其次則是認為考績決定有與事件無關的考慮牽涉在內及認為機關對考評事實未詳實調查；而相較於撤銷案件以程序瑕疵為主，再申訴人提起再申訴多主張機關有實體的瑕疵。救濟成本、工作滿意度、投資規模、行為效能、有無其他選擇機會和歸責性等都會影響不滿考績的人決定是否要提起申訴再申訴。最後本文認為當事人不滿考績結果，是否提起申訴再申訴並非影響其後續對工作狀況和組織態度的關鍵因素，而是機關如何與不滿考績的人員進行溝通，當機關願意和不滿考績的人員進行說明和給予是類人員未來考列較佳等次希望，則有可能改善其工作態度，願意爭取更佳績效，以在下個年度獲得更好的考績結果。
Civil service performance appraisal system is related to bonus and salary, also promotion and training of civil servants. Since 2001, for solving the problem of the high rate of A-class, Ministry of Civil Service and Directorate General of Personnel Administration ordered the A-class rating should be limited under 75%. Although the regulation decreased the high rate of A-class under 75%, it also causes rising doubt about fairness of the performance appraisal system. In the mist of rebuilding trust, the appeal and re-appeal rights of the performance appraisal system are served as a remedy. The study aims to find out (1) why people re-appeal, (2) what are the factors influence civil service choose to re-appeal or not to re-appeal, (3) how re-appeal influence civil service in working condition and organizational loyalty.
     　　After utilizing various qualitative and quantitative methods, the study found that most applicants think he/she performed well and complied with the standard of A-class, as a result, the performance decision was inappropriate. Some applicants think performance decision was made with unrelated factors or the organization did not collect the related fact. The decision to appeal is dependent on the cost of remedy, job satisfaction, investment will, efficacy of the system and so on. Last, the study finds that re-appeal or not re-appeal is not the key factors to influence work condition and organizational loyalty, but the key is how the organization communicate with the unsatisfied employees. When leaders of organization are willing to explain and give the unsatisfied people hope for future performance appraisal, the unsatisfied people may be change his/her working attitude, in order to strive for better performance appraisal in the next year.
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     洪聖斐、郭寶蓮、陳孟豪(譯)(民87)。行政學-公部門之管理(原作者：Grover Starling)。台北市：五南。(原著出版年：2007)
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     廖洲棚、陳敦源、廖興中，2013，《回應性政府的最後一哩路：政府公民關係管理資料加值應用之研究》，計畫編號：RDEC-RES-101002，台北：行政院研究發展考核委員會。
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描述 碩士
國立政治大學
政治學系
99252006
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0099252006
資料類型 thesis
dc.contributor.advisor 陳敦源zh_TW
dc.contributor.author (作者) 羅雅馨zh_TW
dc.creator (作者) 羅雅馨zh_TW
dc.date (日期) 2016en_US
dc.date.accessioned 2-九月-2016 01:03:29 (UTC+8)-
dc.date.available 2-九月-2016 01:03:29 (UTC+8)-
dc.date.issued (上傳時間) 2-九月-2016 01:03:29 (UTC+8)-
dc.identifier (其他 識別碼) G0099252006en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/101179-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 政治學系zh_TW
dc.description (描述) 99252006zh_TW
dc.description.abstract (摘要) 公務人員考績與各項權益息息相關，除了獎金請求權和晉級外，後續升等、陞遷、訓練等皆會受到影響。自90年起，為解決甲等比例過高的問題，銓敘部和前人事行政局要求各機關甲等比例以50%為原則，不超過75%為上限。雖然使過去年年甲等的現象消失，但這種限制也讓公務人員質疑考績評定的公平性。然而雖然對考績不斷有質疑的聲浪，但是因考績提起救濟案件似乎並不如質疑的聲浪。本研究主要係瞭解為什麼再申訴人要提起再申訴，影響對考績不滿的公務人員決定提起或不提起申訴再申訴的原因，以及是否申訴再申訴對當事人後續工作和組織的態度的影響。
     根據研究發現，大多數的再申訴人主張其績效良好，符合考列甲等的要件，而認為考績不當；其次則是認為考績決定有與事件無關的考慮牽涉在內及認為機關對考評事實未詳實調查；而相較於撤銷案件以程序瑕疵為主，再申訴人提起再申訴多主張機關有實體的瑕疵。救濟成本、工作滿意度、投資規模、行為效能、有無其他選擇機會和歸責性等都會影響不滿考績的人決定是否要提起申訴再申訴。最後本文認為當事人不滿考績結果，是否提起申訴再申訴並非影響其後續對工作狀況和組織態度的關鍵因素，而是機關如何與不滿考績的人員進行溝通，當機關願意和不滿考績的人員進行說明和給予是類人員未來考列較佳等次希望，則有可能改善其工作態度，願意爭取更佳績效，以在下個年度獲得更好的考績結果。		zh_TW
dc.description.abstract (摘要) Civil service performance appraisal system is related to bonus and salary, also promotion and training of civil servants. Since 2001, for solving the problem of the high rate of A-class, Ministry of Civil Service and Directorate General of Personnel Administration ordered the A-class rating should be limited under 75%. Although the regulation decreased the high rate of A-class under 75%, it also causes rising doubt about fairness of the performance appraisal system. In the mist of rebuilding trust, the appeal and re-appeal rights of the performance appraisal system are served as a remedy. The study aims to find out (1) why people re-appeal, (2) what are the factors influence civil service choose to re-appeal or not to re-appeal, (3) how re-appeal influence civil service in working condition and organizational loyalty.
     　　After utilizing various qualitative and quantitative methods, the study found that most applicants think he/she performed well and complied with the standard of A-class, as a result, the performance decision was inappropriate. Some applicants think performance decision was made with unrelated factors or the organization did not collect the related fact. The decision to appeal is dependent on the cost of remedy, job satisfaction, investment will, efficacy of the system and so on. Last, the study finds that re-appeal or not re-appeal is not the key factors to influence work condition and organizational loyalty, but the key is how the organization communicate with the unsatisfied employees. When leaders of organization are willing to explain and give the unsatisfied people hope for future performance appraisal, the unsatisfied people may be change his/her working attitude, in order to strive for better performance appraisal in the next year.		en_US
dc.description.tableofcontents 第一章 緒論 1
     第一節 研究背景與研究動機 1
     第二節 研究問題與研究目的 2
     第三節 相關名詞界定 4
     第四節 章節安排及研究流程 7
     第二章 文獻回顧 9
     第一節 過去有關之研究 9
     第二節 公務人員救濟制度背景 13
     第三節 救濟制度與內部顧客滿意度 21
     第四節 救濟制度與組織工作滿意度 31
     第五節 考績與保障制度的互動 39
     第三章 研究設計 59
     第一節 研究架構 59
     第二節 研究方法 60
     第三節 資料蒐集及編碼說明 64
     第四章 資料分析 75
     第一節 再申訴決定書資料分析 75
     第二節 訪談結果分析 105
     第三節 小結 126
     第五章 結論 129
     第一節 研究結論 129
     第二節 後續研究建議 137
     參考文獻 139
     附錄 143		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0099252006en_US
dc.subject (關鍵詞) 救濟zh_TW
dc.subject (關鍵詞) 申訴zh_TW
dc.subject (關鍵詞) 再申訴zh_TW
dc.subject (關鍵詞) 考績zh_TW
dc.subject (關鍵詞) 實體瑕疵zh_TW
dc.subject (關鍵詞) 程序瑕疵zh_TW
dc.subject (關鍵詞) remedyen_US
dc.subject (關鍵詞) appealen_US
dc.subject (關鍵詞) re-appealen_US
dc.subject (關鍵詞) performance appraisalen_US
dc.subject (關鍵詞) procedural defecten_US
dc.subject (關鍵詞) substantive defecten_US
dc.title (題名) 考績制度救濟問題之研究－ 以100年-104年保訓會再申訴案件為例zh_TW
dc.title (題名) A Study of Administration Remedy in the Civil Service Performance Appraisal System: using CSPTC Re-appeal Cases (2011-2014) as an Exampleen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 中文部分
     王石番，1989，《傳播內容分析法》，台北：幼獅出版社。
     方祥明、田永菡，2006，〈「你快樂，所以我快樂」--以內部市場導向觀點探討服務業內外部績效之關連性〉，2006第10屆科際整合管理研討會，5月27日，台北：東吳大學。
     朱月中，2007，〈嘉義縣各鄉鎮市公所公務人員考績制度之研究〉，國立中正大學政治學研究所碩士論文。
     法治斌，2006，〈行政法律關係與特別權力關係〉，載於翁岳生編，《行政法(上)》，台北市：元照出版社。
     李惠宗，2009，《憲法要義(第五版)》，台北市：元照出版有限公司。
     林明鏘、蔡茂寅，2006，〈公務員法〉，載於翁岳生編，《行政法(上)》，台北市：元照出版社。
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