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題名 公部門單位離職傾向的影響因素分析：個人動機與態度、個人與組織間角色衝突及組織管理與制度的觀點
The influential factors analysis of unit turnover intention in public sector: the point of personal motivation and attitude, personal and organizational interrole conflict and organizational management and institution作者 游子正
Yu, Tzu-Cheng貢獻者 董祥開
Dong, Hsiang-Kai
游子正
Yu, Tzu-Cheng關鍵詞 離職傾向
個人動機與態度
角色間衝突
組織管理與制度
Turnover intention
Personal motivation and attitude
Interrole conflict
Organizational management and institution日期 2019 上傳時間 5-二月-2020 18:01:20 (UTC+8) 摘要 公務人員經常被外界視為擁有較佳工作保障的職業，也一直被認為與私部門員工相比，普遍有較高的人力流動穩定性以及較低的離職傾向。然而，較低的離職傾向並不意味著公務人員對自身的工作都有很高的「滿意度」或「承諾感」，反之，公部門在獨有的制度保障與工作缺乏的影響下，公務人員離職傾向的界定相比於私部門員工，出現了更細緻的區分方式，其以內部人力流動的「單位離職傾向」為主，而非放棄公務人員身分的「部門離職傾向」。因此，有鑑於公務人員單位離職傾向的程度較高，本研究嘗試運用量化驗證的方式，確實的探討「個人動機與態度」、「個人與組織間角色衝突」以及「組織管理與制度」有關因素對公務人員單位離職傾向的影響強度如何，進而瞭解公務人員單位離職傾向的致因與本質。本研究利用次級資料分析法進行分析，資料來源為「第五期臺灣文官調查」，該調查以我國現職公務人員為研究對象，共計有效回收897份問卷。在經描述性統計與順序羅吉斯迴歸分析後，結果發現個人動機與態度有關因素對公務人員單位離職傾向的直接影響效果最大，其他兩類有關因素的直接影響效果則較低，其中，公共服務動機、工作耗竭顯著導致公務人員單位離職傾向的提升，而工作滿意度、工作公平性則顯著有助於降低公務人員的單位離職傾向，不過，工作家庭衝突、主管領導效能與績效評量公平度卻對公務人員單位離職傾向無顯著的直接影響效果。本研究根據結果分析之內容，證實包括工作家庭衝突、主管領導效能、績效評量公平度和單位離職傾向的關係不如假設預期之原因，可能與公部門內制度環境的影響有一定程度的關聯，建議後續研究者在對公部門進行離職傾向方面的研究時，需要同時考量到制度因素的中介或干擾效果。
Public servants are often regarded as occupations, which is better job security than others on the outside world and it has been considered to have higher human mobility stability and lower turnover intention than private-sector employees. However, a low turnover intention does not mean that public servants have a high degree of "satisfaction" or "commitment" to their job. On the contrary, the public sector is affected by the unique institutional security and job scarcity, compared with private-sector employees, the definition of turnover intention about public servants is more detailed. It is based on the "unit turnover intention" of internal human mobility rather than the "department turnover intention" of giving up the status of public servants. Therefore, given that the unit turnover intention of public servants is higher than department turnover intention of public servants, this study attempts to use quantitative research methods to truly explore the factors related to "personal motivation and attitude", "interrole conflict between individual and organization" and "organizational management and institution" how they are the strength of the influence on the unit turnover intention of public servants and then understand the cause and nature of the turnover intention of public servants.This study uses a secondary data analytical method for analysis. The source of the data is the "Taiwan Government Bureaucrats Survey, TGBS V". A total of 897 questionnaires were effectively responses. After descriptive statistics and ordinal logistic regression analysis, it was found that factors related to personal motivation and attitude had the greatest direct effect on the unit turnover intention of public servants, while the other two types of related factors had lower direct effects. Among them, public service motivation and job burnout significantly increase the unit turnover intention of public servants, while job satisfaction and job fairness significantly contribute to reducing the unit turnover intention of public servants. However, work-family conflict, supervisory leadership effectiveness, and fairness of performance appraisal have no significant direct effect on the unit turnover intention of public servants.Based on the analysis of the results, this study confirms that the reasons for the relationship between work-family conflict, supervisor leadership effectiveness, the fairness of performance appraisal and unit turnover intention are not as good as expectance, and they can be a certain degree of impact on the institutional environment in the public sector. 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國立政治大學
公共行政學系
105256002資料來源 http://thesis.lib.nccu.edu.tw/record/#G0105256002 資料類型 thesis dc.contributor.advisor 董祥開 zh_TW dc.contributor.advisor Dong, Hsiang-Kai en_US dc.contributor.author (作者) 游子正 zh_TW dc.contributor.author (作者) Yu, Tzu-Cheng en_US dc.creator (作者) 游子正 zh_TW dc.creator (作者) Yu, Tzu-Cheng en_US dc.date (日期) 2019 en_US dc.date.accessioned 5-二月-2020 18:01:20 (UTC+8) - dc.date.available 5-二月-2020 18:01:20 (UTC+8) - dc.date.issued (上傳時間) 5-二月-2020 18:01:20 (UTC+8) - dc.identifier (其他 識別碼) G0105256002 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/128615 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 公共行政學系 zh_TW dc.description (描述) 105256002 zh_TW dc.description.abstract (摘要) 公務人員經常被外界視為擁有較佳工作保障的職業，也一直被認為與私部門員工相比，普遍有較高的人力流動穩定性以及較低的離職傾向。然而，較低的離職傾向並不意味著公務人員對自身的工作都有很高的「滿意度」或「承諾感」，反之，公部門在獨有的制度保障與工作缺乏的影響下，公務人員離職傾向的界定相比於私部門員工，出現了更細緻的區分方式，其以內部人力流動的「單位離職傾向」為主，而非放棄公務人員身分的「部門離職傾向」。因此，有鑑於公務人員單位離職傾向的程度較高，本研究嘗試運用量化驗證的方式，確實的探討「個人動機與態度」、「個人與組織間角色衝突」以及「組織管理與制度」有關因素對公務人員單位離職傾向的影響強度如何，進而瞭解公務人員單位離職傾向的致因與本質。本研究利用次級資料分析法進行分析，資料來源為「第五期臺灣文官調查」，該調查以我國現職公務人員為研究對象，共計有效回收897份問卷。在經描述性統計與順序羅吉斯迴歸分析後，結果發現個人動機與態度有關因素對公務人員單位離職傾向的直接影響效果最大，其他兩類有關因素的直接影響效果則較低，其中，公共服務動機、工作耗竭顯著導致公務人員單位離職傾向的提升，而工作滿意度、工作公平性則顯著有助於降低公務人員的單位離職傾向，不過，工作家庭衝突、主管領導效能與績效評量公平度卻對公務人員單位離職傾向無顯著的直接影響效果。本研究根據結果分析之內容，證實包括工作家庭衝突、主管領導效能、績效評量公平度和單位離職傾向的關係不如假設預期之原因，可能與公部門內制度環境的影響有一定程度的關聯，建議後續研究者在對公部門進行離職傾向方面的研究時，需要同時考量到制度因素的中介或干擾效果。 zh_TW dc.description.abstract (摘要) Public servants are often regarded as occupations, which is better job security than others on the outside world and it has been considered to have higher human mobility stability and lower turnover intention than private-sector employees. However, a low turnover intention does not mean that public servants have a high degree of "satisfaction" or "commitment" to their job. On the contrary, the public sector is affected by the unique institutional security and job scarcity, compared with private-sector employees, the definition of turnover intention about public servants is more detailed. It is based on the "unit turnover intention" of internal human mobility rather than the "department turnover intention" of giving up the status of public servants. Therefore, given that the unit turnover intention of public servants is higher than department turnover intention of public servants, this study attempts to use quantitative research methods to truly explore the factors related to "personal motivation and attitude", "interrole conflict between individual and organization" and "organizational management and institution" how they are the strength of the influence on the unit turnover intention of public servants and then understand the cause and nature of the turnover intention of public servants.This study uses a secondary data analytical method for analysis. The source of the data is the "Taiwan Government Bureaucrats Survey, TGBS V". A total of 897 questionnaires were effectively responses. After descriptive statistics and ordinal logistic regression analysis, it was found that factors related to personal motivation and attitude had the greatest direct effect on the unit turnover intention of public servants, while the other two types of related factors had lower direct effects. Among them, public service motivation and job burnout significantly increase the unit turnover intention of public servants, while job satisfaction and job fairness significantly contribute to reducing the unit turnover intention of public servants. However, work-family conflict, supervisory leadership effectiveness, and fairness of performance appraisal have no significant direct effect on the unit turnover intention of public servants.Based on the analysis of the results, this study confirms that the reasons for the relationship between work-family conflict, supervisor leadership effectiveness, the fairness of performance appraisal and unit turnover intention are not as good as expectance, and they can be a certain degree of impact on the institutional environment in the public sector. This study suggested that follow-up researchers need to consider the mediate or moderate effects of institutional factors when researching on turnover intention in the public sector. en_US dc.description.tableofcontents 第一章 緒論 1第一節 研究背景與動機 1第二節 研究目的與問題 3第二章 文獻回顧 5第一節 離職與離職傾向的理論探討 5第二節 公、私部門離職傾向的差異 15第三節 影響公務人員單位離職傾向之個人及組織因素 18第三章 研究設計 33第一節 研究方法 33第二節 研究架構與假設 34第三節 研究對象 38第四節 變項衡量與操作化 39第四章 結果分析 45第一節 我國公務人員回收樣本特性檢視 45第二節 信、效度分析 48第三節 順序羅吉斯迴歸分析 59第五章 結論與建議 65第一節 研究發現與討論 65第二節 管理意涵 74第三節 研究限制與後續研究建議 78參考文獻 81附錄：原始問卷題目與編碼表 99 zh_TW dc.format.extent 2224317 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0105256002 en_US dc.subject (關鍵詞) 離職傾向 zh_TW dc.subject (關鍵詞) 個人動機與態度 zh_TW dc.subject (關鍵詞) 角色間衝突 zh_TW dc.subject (關鍵詞) 組織管理與制度 zh_TW dc.subject (關鍵詞) Turnover intention en_US dc.subject (關鍵詞) Personal motivation and attitude en_US dc.subject (關鍵詞) Interrole conflict en_US dc.subject (關鍵詞) Organizational management and institution en_US dc.title (題名) 公部門單位離職傾向的影響因素分析：個人動機與態度、個人與組織間角色衝突及組織管理與制度的觀點 zh_TW dc.title (題名) The influential factors analysis of unit turnover intention in public sector: the point of personal motivation and attitude, personal and organizational interrole conflict and organizational management and institution en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文部分考試院銓敘部（2017）。歷年全國公務人員人事異動狀況，2017年，取自：https://www.mocs.gov.tw/pages/detail.aspx?Node=1090&Page=4043&Index=4何昀峯（2019）。公務員加班無上限？警消勤休超時補償規定宣告違憲後的思考，2019年12月06日，取自：https://opinion.udn.com/opinion/story/6785/4209296?fbclid=IwAR37CmrsVBIOK3YqM8NWKp1bgmRC1czdzdwxrsoxpyZ3J6Q_dX0zDMzcs0I吳宗憲（2012）。台南市政府文官公共服務動機與工作滿意、工作努力意願之實證研究—以個人/組織配適度作為調節變項。公共行政學報，43，91-126。卓明德（2012）。領導行為、追隨行為與領導效能關係之研究—領導者與追隨者對偶心理定位之觀點。私立中原大學企業管理學系博士論文，未出版，桃園。林秀雲，譯（2013）。社會科學研究方法（Babbie, E.著）。臺北市：新加坡商聖智學習亞洲私人有限公司台灣分公司。林俊瑩（2010）。工作滿意度、組織承諾與離職意圖：中小學教師與其他職業之比較。教育實踐與研究，23（1），1-30。邱皓政（2017）。量化研究與統計分析：SPSS(PASW)資料分析範例。臺北：五南。胡昌亞，譯（2012）。破解統計與研究方法的 15 個迷思（Lance, C. 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