1. NCCU Academic Hub
  2. 學術產出
  3. College of Social Science
  4. Theses
  5. Item

學術產出-Theses

Article View/Open

Publication Export

Google ScholarTM

政大圖書館

Citation Infomation

題名 某中央機關新進公務人員高普考試分發經驗、 分發工作性質及工作適配情形之研究
A Case Study on the Civil Service Examination Placement Experience, Job Nature, Person-Job Fit of Rookie Civil Servants in Central Government
作者 林敬瑄
Lin, Ching-Hsuan
貢獻者 董祥開
Dong, Hsiang-Kai
林敬瑄
Lin, Ching-Hsuan
關鍵詞 國考分發制度
職缺資訊揭露
適配
Civil Service Examination Placement System
Recruitment information disclosure
Person-Job Fit
日期 2022
上傳時間 2-Sep-2022 15:14:12 (UTC+8)
摘要 本研究旨在探討高普考試分發之新進公務人員參與分發過程的經驗及感受，並以近年經高普考試分發至某中央機關（下稱A機關）之新進公務人員為對象，檢視同考試類科分發工作之業務性質、業務領域及工作所需能力等面向的差異，並探討新進公務人員與分發職位、分發機關的適配情形，經訪談17位A機關新進公務人員，歸納研究發現如下：

一、新進公務人員於分發過程中主要利用非正式管道進行職缺資訊蒐集，且以「工作內容」為首要探聽之職缺資訊面向。

二、據新進公務人員分發過程正式管道互動經驗，發現：正式管道提供之職缺資訊面向與新進公務人員的需求存在落差、新進公務人員不太相信正式管道提供之職缺資訊、正式管道提供的資訊會使新進公務人員產生錯誤的期待、開缺機關的職缺資訊提供方式缺乏妥適的安排、職缺之業務領域資訊可能影響新進公務人員之志願選填等現象。

三、總體而言，A機關新進公務人員之工作契合情形，新進公務人員的能力大致能符合分發工作的需要；然分發工作較難符合其興趣，且較難發揮所長。

四、A機關新進公務人員之組織契合情形，部分新進公務人員不太認同機關對立委有求必應的態度及保守的回覆方式、守舊及論資排輩的文化、機關政策推行過於理想化及行政流程缺乏效率等，而在組織供給方面，部分新進公務人員對於工作氛圍、訓練進修機會及升遷情形等面向較不滿意，且認為機關新進人員訓練對實際業務的幫助有限，並對輔導員制度之落實情形較不滿意。

五、A機關同考試類科之分發工作態樣分析結果，除B技術類科外，其他考試類科的分發工作業務性質、業務領域、所需知識、能力及特質皆不甚相同，爰新進公務人員對於不同的分發工作應有不同的適任性及偏好。

最後，據上開研究發現，本研究分從用人機關、考試錄取人員等面向研提實務建議，期能從分發過程、分發（進入機關）後兩個階段討論如何增進考試分發之新進公務人員與分發工作、分發機關的適配情形。
This study aimed to explore the experience and feelings of rookie civil servants participating in the senior and junior civil service examination placement process. And take the rookie civil servants who have been placed to a central agency (hereinafter referred to as Agency A) through the examination placement process in recent years as the object of study, examining the differences in their job nature, job fields, and abilities required for the assignment works of the placed job in the same examination categories, and discussing the fitness of the rookie civil servants. After interviewing 17 rookie civil servants of Agency A , the findings of the research are as follows:

1.During the examination placement process, rookie civil servants mainly use informal channels to collect job information, and take "job content" information as the primary inquiring aspect of job information.

2.According to the new civil servants’ interaction experience of formal channel in the examination placement process, it is found that there is a gap between the job information provided by the official channels and the needs of rookie civil servants, rookie civil servants do not trust the job information provided by official channels, information provided by official channels can create wrong expectations for rookie civil servants, lack of proper arrangements for the provision of job information by the agency, and information about the job field may affect the selection of rookie civil servants.

3.In general, in the case of the job fit of the rookie civil servants of Agency A, the abilities of the rookie civil servants can generally meet the needs of the placed job; however, the placed job is more difficult to meet their interests, and it is more difficult to reach their full potential.

4.In the case of the organization fit of the rookie civil servants of Agency A, some rookie civil servants do not agree with their agency`s responsive attitude to legislators and conservative ways of replying, conservative and seniority-based culture, implementation of overly idealized agency policies, and the inefficiency of administrative procedures. In terms of organizational supply, some rookie civil servants are less satisfied with the working atmosphere, opportunities for training and further promotions. Moreover, the new employee orientation of agency is of limited help in practice, and rookie civil servants are less satisfied with the implementation of the rookie civil servants’ counselor system.

5.The results of the analysis of the placed work of same examination categories of Agency A show that, except for the category B, the job nature, job fields, required knowledge, abilities and characteristics of the placed job of other examination categories are all different. So, rookie civil servants should have different suitability and preferences for different placed job.

Finally, according to the above findings, this research tries to provide practical suggestions from the aspects of agencies and rookie civil servants, looking forward to discussing how to improve the fitness of rookie civil servants from two stages: the examination placement process and after examination placement process.
參考文獻 一、中文部分
史美強、陳秋政（2012）。公務人員考試錄取人員不占缺訓練制度之研究。臺北：公務人員保障暨培訓委員會委託研究。
江郁汝、謝麗香、蘇文凱（2017）。促進臨床護理人員留任意願之關鍵因素分析。彰化護理，24(3)，27-38。
呂育誠（2015）。整合人員條件與職務需求的甄用機制。人事月刊，357，5-14。
李竹容（2007）。離職意圖之前因探討—資訊搜尋行為與個人環境適配之影響。國立臺灣大學商學研究所碩士論文，未出版，臺北市。
李婉菱（2008)。組織變革過程中內部工作轉換機制與個人特性對轉職者個人與環境適配程度之影響。國立中央大學人力資源管理研究所碩士論文，未出版，桃園市。
砍年金效應？去年辭職公務員2092人（2018年2月8日）。新頭殼，2022年3月20日取自http://newtalk.tw。
胡幼慧（1998）。質性研究。台北：巨流。
施能傑（2003）。公務人員考選制度的評估。臺灣政治學刊，7(1)，157-207。
施能傑、曾瑞泰、蔡秀涓（2009）。美國、英國和日本中央政府初任文官的甄補制度介紹。國家菁英季刊，5（1），13-34。
紀乃文、陳皓怡、楊美玉、鄭妃君、蔡維奇（2008）。個人-工作適配量表發展：多元構面觀點。管理學報，25，577-598。
袁方（編）（2002）。社會與行為科學研究方法。臺北：五南。
倪家珍（2010）。員工性別與自尊對個人-工作契合度影響之研究-以男性傳統職業為例。國防管理學報，31(1)，43-55。
倪家珍（2005）。護理人員各人-組織契合度與個人-工作契合度之差異性探討。醫護科技學刊，7(4)，363-378。
莊璦嘉、沈其泰（2017）。適配的「適配」：關係適配與理性適配的互動。人力資源管理學報，17(3)，1-32。
莊璦嘉、林惠彥（2005）。個人與環境適配對工作態度與行為之影響。臺灣管理學刊，5(1)，123-148。
莊璦嘉、蘇弘文 (2005)。主觀適配的特質環境前因與工作態度後果之探討。人力資源管理學報，5(1)，1-27。
陳向明（2002）。社會科學質的研究。臺北：五南。
彭錦鵬（2005）。從英美等國文官制度發展探討我國考試制度改進方向。國家菁英季刊，1（3），35-61。
彭錦鵬、劉坤億（2009）。我國公務人力資源改革方向之研究。臺北:行政院研究發展考核委員委託研究。
彭錦鵬（2010）。公務人員考選制度的變革與未來展望。國家菁英季刊，6（1），17-40。
彭錦鵬、李俊達（2018）。公務人員考選制度關鍵技術之國際啟示。文官制度季刊，10（3），29-54。
黃英忠、張國義、杜佩蘭(2002)。報紙招募廣告內容及訴求－招募者與求職者觀點。人力資源管理學報，2(2)，99-112。
黃英忠（2003），人力資源管理。臺北：三民書局。
楊戊龍、邱冠智 (2015) 。高普初等考試考用配合分析。人事月刊，357，15-22。
董祥開、高于涵（2020）。雙盲約會？國考分發制度下的工作契合與分發滿意度研究。國家菁英季刊，13（1），21-51。
劉力仁（2019年12月5日）。銓敘部統計107年公務員離職率低於1%。自由時報電子報。2022年3月20日取自http://news.ltn.com.tw。
熊忠勇(2010)。職能評估角度談考試方式及應試科目設計-以高考三級及三等特考一般行政類科為例。國家菁英季刊。6（3），75-90。
顏弘欽（2013）。教師個人-工作適配與工作角色行為之關聯性。臺中教育大學學報，27(1)，19-37。
蘇偉業、黎世輝（2011）。為什麼初任公務人員職位配置採用「分發」制度？一個歷史回顧分析。行政暨政策學報，53，25-64。
龔黎榛（2015）。個人與工作適配、工作熱情與職業承諾之研究。國立高雄師範大學人力與知識管理研究所碩士論文，未出版，高雄市。

二、英文部分
Abdulkadi̇roğlu, A., & Sönmez, T. (1998). Random Serial Dictatorship and the Core from Random Endowments in House Allocation Problems. Econometrica, 66(3), 689–701.
Alderfer, C. P., & McCord, C. G. (1970). Personal and situational factors in the recruitment interview. Journal of Applied Psychology, 54(4), 377–385.
Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Sage Publications, Inc.
Behling, O., Labovitz, G., & Gainer, M. (1968). College recruiting: A theoretical base. Personnel Journal, 47, 13-19.
Boon, C., & Biron, M. (2016). Temporal issues in person–organization fit, person–job fit and turnover: The role of leader–member exchange. Human Relations, 69(12), 2177–2200.
Breaugh, J.A. (1992). Recruitment: Science and Practice. PWS-KENT, Boston.
Breaugh, J. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18, 103-118.
Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26(3), 405–434.
Bretz, R. D., Jr., & Judge, T. A. (1998). Realistic job previews: A test of the adverse self-selection hypothesis. Journal of Applied Psychology, 83(2), 330–337.
Buckley, P.J., Pass, C.L. and Prescott, K. (1988) Measures of International Competitiveness: A Critical Survey. Journal of Marketing Management, 4, 175-200.
Bui, H. T., Zeng, Y., & Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32(5), 373-386.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875–884.
Cable, D. M., & Judge, T. A. (1997). Interviewers` perceptions of person–organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546–561.
Caldwell, D. F., & O`Reilly, C. A. III. (1990). Measuring person-job fit with a profile-comparison process. Journal of Applied Psychology, 75(6), 648–657.
Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. The Academy of Management Review, 14(3), 333–349.
Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36(3), 459–484.
Chuang, A., & Sackett, P. R. (2005). The perceived importance of person-job fit and person-organization fit between and within interview stages. Social Behavior and Personality, 33(3), 209-226.
Colarelli, S. M. (1984). Methods of communication and mediating processes in realistic job previews. Journal of Applied Psychology, 69(4), 633–642.
Coleman, D.F., & Irving, P.G. (1997). The influence of source credibility attributions on expectancy theory predictions of organizational choice. Canadian Journal of Behavioural Science, 29, 122–131.
Collins, James C. (2001). Good to Great: Why Some Companies Make the Leap ... and Others Don`t. New York, NY: Harper Business, 2001.
Connerley, M. L., & Rynes, S. L. (1997). The influence of recruiter characteristics and organizational recruitment support on perceived recruiter effectiveness: Views from applicants and recruiters. Human Relations, 50(12), 1563–1586.
Dugoni, B. L., & Ilgen, D. R. (1981). Realistic job previews and the adjustment of new employees. Academy of Management Journal, 24(3), 579–591.
Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. International review of industrial and organizational psychology, 6, 283–357.
Fisher, C. D., Ilgen, D. R., & Hoyer, W. D. (1979). Source credibility, information favorability, and job offer acceptance. Academy of Management Journal, 22(1), 94–103.
Gannon, M. J. (1971). Sources of referral and employee turnover. Journal of Applied Psychology, 55(3), 226–228.
Goldberg, L. R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models. Personality psychology in Europe, 7(1), 7-28.
Greening, D. W., & Turban, D. B. (2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business and Society, 39, 254-280.
Griffeth, R. W., Tenbrink, A., & Robinson, S. (2013). 13 Recruitment Sources: A Review of Outcomes. The Oxford handbook of recruitment, 2, 215.
Harris, M. M., & Fink, L. S. (1987). A field study of applicant reactions to employment opportunities: Does the recruiter make a difference? Personnel Psychology, 40(4), 765–784.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Decision Processes, 16(2), 250-279.
Holland, J. L. (1973). Making vocational choices: A theory of careers. Englewood Cliffs, NJ: Prentice Hall.
Jansen, K. J., & Kristof-Brown, A.（2006）. Toward a Multidimensional Theory of Person-Environment Fit. Journal of Managerial Issues, 18, 193-212.
Jones, L. K. (1989). Measuring a three-dimensional construct of career indecision among college students: A revision of the Vocational Decision Scale: The Career Decision Profile. Journal of Counseling Psychology, 36(4), 477–486.
Judge, T. A., Bono, J. E., & Locke, E. A. (2000). Personality and job satisfaction: the mediating role of job characteristics. The Journal of Applied Psychology, 85(2), 237–249.
Kirnan, J. P., Farley, J. A., & Geisinger, K. F. (1989). The relationship between recruiting source, applicant quality, and hire performance: An analysis by sex, ethnicity, and age. Personnel Psychology, 42(2), 293–308.
Kolenko, T. A., & Aldag, R. J. (1989). Congruence perceptions and managerial career/work outcomes: An exploratory analysis. Conference: National Academy of Management.
Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49.
Kristof-Brown, A. L., Zimmerman, R. D., Johnson, E. C.(2005). Consequences of individual`s fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342.
Kristof-Brown, A., & Guay, R. P. (2011). Person–environment fit. APA handbook of industrial and organizational psychology,3: 3-50. American Psychological Association.
Laschinger, H. K. S., Wong, C. A., & Greco, P. (2006). The impact of staff nurse empowerment on person-job fit and work engagement/burnout. Nursing Administration Quarterly 30(4): 358-367.
Lewin, K. (1935). A dynamic theory of personality. McGraw-Hill.
Li, C.K., & Hung, C.H. (2010). An examination of the mediating role of person-job fit in relations between information literacy and work outcomes. Journal of Workplace Learning, 22, 306-318.
Luksyte, A., Spitzmueller, C., & Maynard, D. C. (2011). Why do overqualified incumbents deviate? Examining multiple mediators. Journal of Occupational Health Psychology 16(3): 279-296.
McCroskey, J. C., & Young, T. J. (1981). Ethos and credibility: The construct and its measurement after three decades. Communication Studies, 32(1), pp. 24-34.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2006). Human Resources Management: Gaining a Competitive Advantage, Tenth Global Edition. New York, MA: McGraw-Hill Education.
Norman, W. T. (1963). Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings. Journal of Abnormal and Social Psychology, 66, 574-583
Phillips, J. M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis. Academy of Management Journal, 41(6), 673–690.
Quaglieri, P. L. (1982). A note on variations in recruiting information obtained through different sources. Journal of Occupational Psychology, 55(1), 53–55.
Roberson, Q. M., Collins, C. J., & Oreg, S. (2005). The effects of recruitment message specificity on applicant attraction to organizations. Journal of Business and Psychology, 19(3), 319–339
Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology, 399–444. Consulting Psychologists Press.
Rynes, S. L., Bretz, R. D., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44(3), 487–521.
Rynes, S. L., & Cable, D. M. (2003). Recruitment research in the twenty-first century. In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology, 12, 55–76. Hoboken, NJ: John Wiley & Sons.
Saks, A. M. (1994). A psychological process investigation for the effects of recruitment source and organization information on job survival. Journal of Organizational Behavior, 15(3), 225–244.
Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395–426.
Sekiguchi, T., & Huber, V. L. (2011). The use of person-organization fit and person- job fit information in making selection decision. Organizational Behavior and Human Decision Processes, 116, 203-216.
Schmitt, N., & Coyle, B. W. (1976). Applicant decisions in the employment interview. Journal of Applied Psychology, 61(2), 184–192.
Schneider, B.（1987）. The people make the place. Personnel Psychology, 40, 437-454.
Schneider, B.（2001）. Fits about fit. Applied Psychology: An International Review, 50, 141-152.
Simmering, M.. J., Colquitt, J. A., Noe, R.A., & Porter, C. O. (2003). Conscientiousness, autonomy fit, and development: A longitudinal study. Journal of Applied Psychology, 88, 954-963.
Spence, M. (1973) Job Market Signaling. Quarterly Journal of Economics, 87, 355- 374.
Taris, R., & J. A. Feij. (2000). Longitudinal examination of the relationship between supplies-values fit and work outcomes. Conference: 15th annual conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
Ullman, J. C. (1966). Employee referrals: prime tool for recruiting workers. Personnel, 43(3), 30-35.
Vancouver, J. B., & Schmitt, N. W. (1991). An exploratory examination of person-organization fit: Organizational goal congruence. Personnel Psychology, 44(2), 333–352.
Vogel, R.M., Rodell, J.B., & Lynch, J.W. (2016). Engaged and productive misfits: How job crafting and leisure activity mitigate the negative effects of value incongruence. Academy of Management Journal, 59(5), 1561–1584.
Vreugdenhil, H. (2012). Do older employees use task crafting in order to reduce the perceived misfit with their job? Unpublished Master Thesis in Human Resource Studies, University of Van Tilburg.
Wanous, J. P. (1978). Realistic job previews: Can a procedure to reduce turnover also influence the relationship between abilities and performance? Personnel Psychology, 31(2), 249–258.
Weller, I., Holtom, B. C., Matiaske, W., & Mellewigt, T. (2009). Level and time effects of recruitment sources on early voluntary turnover. Journal of Applied Psychology, 94, 1146-1162.
Wilk, S. L., & Sackett, P. R. (1996). Longitudinal analysis of ability job complexity fit and job change. Personnel Psychology, 49, 937-967.
Williams, C. R., Labig, C. E., & Stone, T. H. (1993). Recruitment sources and posthire outcomes for job applicants and new hires: A test of two hypotheses. Journal of Applied Psychology, 78(2), 163-172.
Zottoli, M. A., & Wanous, J. P. (2000). Recruitment source research: Current status and future directions. Human Resource Management Review, 10(4), 353-382.
描述 碩士
國立政治大學
公共行政學系
105256016
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0105256016
資料類型 thesis
dc.contributor.advisor 董祥開zh_TW
dc.contributor.advisor Dong, Hsiang-Kaien_US
dc.contributor.author (Authors) 林敬瑄zh_TW
dc.contributor.author (Authors) Lin, Ching-Hsuanen_US
dc.creator (作者) 林敬瑄zh_TW
dc.creator (作者) Lin, Ching-Hsuanen_US
dc.date (日期) 2022en_US
dc.date.accessioned 2-Sep-2022 15:14:12 (UTC+8)-
dc.date.available 2-Sep-2022 15:14:12 (UTC+8)-
dc.date.issued (上傳時間) 2-Sep-2022 15:14:12 (UTC+8)-
dc.identifier (Other Identifiers) G0105256016en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/141683-
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) 105256016zh_TW
dc.description.abstract (摘要) 本研究旨在探討高普考試分發之新進公務人員參與分發過程的經驗及感受，並以近年經高普考試分發至某中央機關（下稱A機關）之新進公務人員為對象，檢視同考試類科分發工作之業務性質、業務領域及工作所需能力等面向的差異，並探討新進公務人員與分發職位、分發機關的適配情形，經訪談17位A機關新進公務人員，歸納研究發現如下：

一、新進公務人員於分發過程中主要利用非正式管道進行職缺資訊蒐集，且以「工作內容」為首要探聽之職缺資訊面向。

二、據新進公務人員分發過程正式管道互動經驗，發現：正式管道提供之職缺資訊面向與新進公務人員的需求存在落差、新進公務人員不太相信正式管道提供之職缺資訊、正式管道提供的資訊會使新進公務人員產生錯誤的期待、開缺機關的職缺資訊提供方式缺乏妥適的安排、職缺之業務領域資訊可能影響新進公務人員之志願選填等現象。

三、總體而言，A機關新進公務人員之工作契合情形，新進公務人員的能力大致能符合分發工作的需要；然分發工作較難符合其興趣，且較難發揮所長。

四、A機關新進公務人員之組織契合情形，部分新進公務人員不太認同機關對立委有求必應的態度及保守的回覆方式、守舊及論資排輩的文化、機關政策推行過於理想化及行政流程缺乏效率等，而在組織供給方面，部分新進公務人員對於工作氛圍、訓練進修機會及升遷情形等面向較不滿意，且認為機關新進人員訓練對實際業務的幫助有限，並對輔導員制度之落實情形較不滿意。

五、A機關同考試類科之分發工作態樣分析結果，除B技術類科外，其他考試類科的分發工作業務性質、業務領域、所需知識、能力及特質皆不甚相同，爰新進公務人員對於不同的分發工作應有不同的適任性及偏好。

最後，據上開研究發現，本研究分從用人機關、考試錄取人員等面向研提實務建議，期能從分發過程、分發（進入機關）後兩個階段討論如何增進考試分發之新進公務人員與分發工作、分發機關的適配情形。		zh_TW
dc.description.abstract (摘要) This study aimed to explore the experience and feelings of rookie civil servants participating in the senior and junior civil service examination placement process. And take the rookie civil servants who have been placed to a central agency (hereinafter referred to as Agency A) through the examination placement process in recent years as the object of study, examining the differences in their job nature, job fields, and abilities required for the assignment works of the placed job in the same examination categories, and discussing the fitness of the rookie civil servants. After interviewing 17 rookie civil servants of Agency A , the findings of the research are as follows:

1.During the examination placement process, rookie civil servants mainly use informal channels to collect job information, and take "job content" information as the primary inquiring aspect of job information.

2.According to the new civil servants’ interaction experience of formal channel in the examination placement process, it is found that there is a gap between the job information provided by the official channels and the needs of rookie civil servants, rookie civil servants do not trust the job information provided by official channels, information provided by official channels can create wrong expectations for rookie civil servants, lack of proper arrangements for the provision of job information by the agency, and information about the job field may affect the selection of rookie civil servants.

3.In general, in the case of the job fit of the rookie civil servants of Agency A, the abilities of the rookie civil servants can generally meet the needs of the placed job; however, the placed job is more difficult to meet their interests, and it is more difficult to reach their full potential.

4.In the case of the organization fit of the rookie civil servants of Agency A, some rookie civil servants do not agree with their agency`s responsive attitude to legislators and conservative ways of replying, conservative and seniority-based culture, implementation of overly idealized agency policies, and the inefficiency of administrative procedures. In terms of organizational supply, some rookie civil servants are less satisfied with the working atmosphere, opportunities for training and further promotions. Moreover, the new employee orientation of agency is of limited help in practice, and rookie civil servants are less satisfied with the implementation of the rookie civil servants’ counselor system.

5.The results of the analysis of the placed work of same examination categories of Agency A show that, except for the category B, the job nature, job fields, required knowledge, abilities and characteristics of the placed job of other examination categories are all different. So, rookie civil servants should have different suitability and preferences for different placed job.

Finally, according to the above findings, this research tries to provide practical suggestions from the aspects of agencies and rookie civil servants, looking forward to discussing how to improve the fitness of rookie civil servants from two stages: the examination placement process and after examination placement process.		en_US
dc.description.tableofcontents 謝誌 I
摘要 II
ABSTRACT III
表次 VII
圖次 VIII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與研究問題 8
第三節 重要名詞釋義 9
第四節 研究範圍 10
第五節 研究流程 11
第二章 文獻檢閱 13
第一節 我國公務人員考試分發制度 13
第二節 適配 22
第三節 分發實務中影響新進公務人員適配的因素 29
第三章 研究設計與實施 36
第一節 研究架構 36
第二節 研究方法與對象 38
第三節 訪談提綱設計 41
第四節 資料整理與分析 44
第四章 訪談資料分析 47
第一節 A機關新進公務人員分發經驗 47
第二節 A機關分發工作圖像 60
第三節 新進公務人員個人與工作之適配情形分析 81
第四節 新進公務人員個人與組織之適配情形分析 95
第五章 結論與建議 111
第一節 研究發現 111
第二節 研究發現相關議題延伸 116
第三節 實務建議 119
第四節 研究限制 124
第五節 後續研究建議 125
參考文獻 126
附錄 134		zh_TW
dc.format.extent 2237925 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0105256016en_US
dc.subject (關鍵詞) 國考分發制度zh_TW
dc.subject (關鍵詞) 職缺資訊揭露zh_TW
dc.subject (關鍵詞) 適配zh_TW
dc.subject (關鍵詞) Civil Service Examination Placement Systemen_US
dc.subject (關鍵詞) Recruitment information disclosureen_US
dc.subject (關鍵詞) Person-Job Fiten_US
dc.title (題名) 某中央機關新進公務人員高普考試分發經驗、 分發工作性質及工作適配情形之研究zh_TW
dc.title (題名) A Case Study on the Civil Service Examination Placement Experience, Job Nature, Person-Job Fit of Rookie Civil Servants in Central Governmenten_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 一、中文部分
史美強、陳秋政（2012）。公務人員考試錄取人員不占缺訓練制度之研究。臺北：公務人員保障暨培訓委員會委託研究。
江郁汝、謝麗香、蘇文凱（2017）。促進臨床護理人員留任意願之關鍵因素分析。彰化護理，24(3)，27-38。
呂育誠（2015）。整合人員條件與職務需求的甄用機制。人事月刊，357，5-14。
李竹容（2007）。離職意圖之前因探討—資訊搜尋行為與個人環境適配之影響。國立臺灣大學商學研究所碩士論文，未出版，臺北市。
李婉菱（2008)。組織變革過程中內部工作轉換機制與個人特性對轉職者個人與環境適配程度之影響。國立中央大學人力資源管理研究所碩士論文，未出版，桃園市。
砍年金效應？去年辭職公務員2092人（2018年2月8日）。新頭殼，2022年3月20日取自http://newtalk.tw。
胡幼慧（1998）。質性研究。台北：巨流。
施能傑（2003）。公務人員考選制度的評估。臺灣政治學刊，7(1)，157-207。
施能傑、曾瑞泰、蔡秀涓（2009）。美國、英國和日本中央政府初任文官的甄補制度介紹。國家菁英季刊，5（1），13-34。
紀乃文、陳皓怡、楊美玉、鄭妃君、蔡維奇（2008）。個人-工作適配量表發展：多元構面觀點。管理學報，25，577-598。
袁方（編）（2002）。社會與行為科學研究方法。臺北：五南。
倪家珍（2010）。員工性別與自尊對個人-工作契合度影響之研究-以男性傳統職業為例。國防管理學報，31(1)，43-55。
倪家珍（2005）。護理人員各人-組織契合度與個人-工作契合度之差異性探討。醫護科技學刊，7(4)，363-378。
莊璦嘉、沈其泰（2017）。適配的「適配」：關係適配與理性適配的互動。人力資源管理學報，17(3)，1-32。
莊璦嘉、林惠彥（2005）。個人與環境適配對工作態度與行為之影響。臺灣管理學刊，5(1)，123-148。
莊璦嘉、蘇弘文 (2005)。主觀適配的特質環境前因與工作態度後果之探討。人力資源管理學報，5(1)，1-27。
陳向明（2002）。社會科學質的研究。臺北：五南。
彭錦鵬（2005）。從英美等國文官制度發展探討我國考試制度改進方向。國家菁英季刊，1（3），35-61。
彭錦鵬、劉坤億（2009）。我國公務人力資源改革方向之研究。臺北:行政院研究發展考核委員委託研究。
彭錦鵬（2010）。公務人員考選制度的變革與未來展望。國家菁英季刊，6（1），17-40。
彭錦鵬、李俊達（2018）。公務人員考選制度關鍵技術之國際啟示。文官制度季刊，10（3），29-54。
黃英忠、張國義、杜佩蘭(2002)。報紙招募廣告內容及訴求－招募者與求職者觀點。人力資源管理學報，2(2)，99-112。
黃英忠（2003），人力資源管理。臺北：三民書局。
楊戊龍、邱冠智 (2015) 。高普初等考試考用配合分析。人事月刊，357，15-22。
董祥開、高于涵（2020）。雙盲約會？國考分發制度下的工作契合與分發滿意度研究。國家菁英季刊，13（1），21-51。
劉力仁（2019年12月5日）。銓敘部統計107年公務員離職率低於1%。自由時報電子報。2022年3月20日取自http://news.ltn.com.tw。
熊忠勇(2010)。職能評估角度談考試方式及應試科目設計-以高考三級及三等特考一般行政類科為例。國家菁英季刊。6（3），75-90。
顏弘欽（2013）。教師個人-工作適配與工作角色行為之關聯性。臺中教育大學學報，27(1)，19-37。
蘇偉業、黎世輝（2011）。為什麼初任公務人員職位配置採用「分發」制度？一個歷史回顧分析。行政暨政策學報，53，25-64。
龔黎榛（2015）。個人與工作適配、工作熱情與職業承諾之研究。國立高雄師範大學人力與知識管理研究所碩士論文，未出版，高雄市。

二、英文部分
Abdulkadi̇roğlu, A., & Sönmez, T. (1998). Random Serial Dictatorship and the Core from Random Endowments in House Allocation Problems. Econometrica, 66(3), 689–701.
Alderfer, C. P., & McCord, C. G. (1970). Personal and situational factors in the recruitment interview. Journal of Applied Psychology, 54(4), 377–385.
Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Sage Publications, Inc.
Behling, O., Labovitz, G., & Gainer, M. (1968). College recruiting: A theoretical base. Personnel Journal, 47, 13-19.
Boon, C., & Biron, M. (2016). Temporal issues in person–organization fit, person–job fit and turnover: The role of leader–member exchange. Human Relations, 69(12), 2177–2200.
Breaugh, J.A. (1992). Recruitment: Science and Practice. PWS-KENT, Boston.
Breaugh, J. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18, 103-118.
Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26(3), 405–434.
Bretz, R. D., Jr., & Judge, T. A. (1998). Realistic job previews: A test of the adverse self-selection hypothesis. Journal of Applied Psychology, 83(2), 330–337.
Buckley, P.J., Pass, C.L. and Prescott, K. (1988) Measures of International Competitiveness: A Critical Survey. Journal of Marketing Management, 4, 175-200.
Bui, H. T., Zeng, Y., & Higgs, M. (2017). The role of person-job fit in the relationship between transformational leadership and job engagement. Journal of Managerial Psychology, 32(5), 373-386.
Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87(5), 875–884.
Cable, D. M., & Judge, T. A. (1997). Interviewers` perceptions of person–organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546–561.
Caldwell, D. F., & O`Reilly, C. A. III. (1990). Measuring person-job fit with a profile-comparison process. Journal of Applied Psychology, 75(6), 648–657.
Chatman, J. A. (1989). Improving interactional organizational research: A model of person-organization fit. The Academy of Management Review, 14(3), 333–349.
Chatman, J. A. (1991). Matching people and organizations: Selection and socialization in public accounting firms. Administrative Science Quarterly, 36(3), 459–484.
Chuang, A., & Sackett, P. R. (2005). The perceived importance of person-job fit and person-organization fit between and within interview stages. Social Behavior and Personality, 33(3), 209-226.
Colarelli, S. M. (1984). Methods of communication and mediating processes in realistic job previews. Journal of Applied Psychology, 69(4), 633–642.
Coleman, D.F., & Irving, P.G. (1997). The influence of source credibility attributions on expectancy theory predictions of organizational choice. Canadian Journal of Behavioural Science, 29, 122–131.
Collins, James C. (2001). Good to Great: Why Some Companies Make the Leap ... and Others Don`t. New York, NY: Harper Business, 2001.
Connerley, M. L., & Rynes, S. L. (1997). The influence of recruiter characteristics and organizational recruitment support on perceived recruiter effectiveness: Views from applicants and recruiters. Human Relations, 50(12), 1563–1586.
Dugoni, B. L., & Ilgen, D. R. (1981). Realistic job previews and the adjustment of new employees. Academy of Management Journal, 24(3), 579–591.
Edwards, J. R. (1991). Person-job fit: A conceptual integration, literature review, and methodological critique. International review of industrial and organizational psychology, 6, 283–357.
Fisher, C. D., Ilgen, D. R., & Hoyer, W. D. (1979). Source credibility, information favorability, and job offer acceptance. Academy of Management Journal, 22(1), 94–103.
Gannon, M. J. (1971). Sources of referral and employee turnover. Journal of Applied Psychology, 55(3), 226–228.
Goldberg, L. R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models. Personality psychology in Europe, 7(1), 7-28.
Greening, D. W., & Turban, D. B. (2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business and Society, 39, 254-280.
Griffeth, R. W., Tenbrink, A., & Robinson, S. (2013). 13 Recruitment Sources: A Review of Outcomes. The Oxford handbook of recruitment, 2, 215.
Harris, M. M., & Fink, L. S. (1987). A field study of applicant reactions to employment opportunities: Does the recruiter make a difference? Personnel Psychology, 40(4), 765–784.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Decision Processes, 16(2), 250-279.
Holland, J. L. (1973). Making vocational choices: A theory of careers. Englewood Cliffs, NJ: Prentice Hall.
Jansen, K. J., & Kristof-Brown, A.（2006）. Toward a Multidimensional Theory of Person-Environment Fit. Journal of Managerial Issues, 18, 193-212.
Jones, L. K. (1989). Measuring a three-dimensional construct of career indecision among college students: A revision of the Vocational Decision Scale: The Career Decision Profile. Journal of Counseling Psychology, 36(4), 477–486.
Judge, T. A., Bono, J. E., & Locke, E. A. (2000). Personality and job satisfaction: the mediating role of job characteristics. The Journal of Applied Psychology, 85(2), 237–249.
Kirnan, J. P., Farley, J. A., & Geisinger, K. F. (1989). The relationship between recruiting source, applicant quality, and hire performance: An analysis by sex, ethnicity, and age. Personnel Psychology, 42(2), 293–308.
Kolenko, T. A., & Aldag, R. J. (1989). Congruence perceptions and managerial career/work outcomes: An exploratory analysis. Conference: National Academy of Management.
Kristof, A. L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49.
Kristof-Brown, A. L., Zimmerman, R. D., Johnson, E. C.(2005). Consequences of individual`s fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342.
Kristof-Brown, A., & Guay, R. P. (2011). Person–environment fit. APA handbook of industrial and organizational psychology,3: 3-50. American Psychological Association.
Laschinger, H. K. S., Wong, C. A., & Greco, P. (2006). The impact of staff nurse empowerment on person-job fit and work engagement/burnout. Nursing Administration Quarterly 30(4): 358-367.
Lewin, K. (1935). A dynamic theory of personality. McGraw-Hill.
Li, C.K., & Hung, C.H. (2010). An examination of the mediating role of person-job fit in relations between information literacy and work outcomes. Journal of Workplace Learning, 22, 306-318.
Luksyte, A., Spitzmueller, C., & Maynard, D. C. (2011). Why do overqualified incumbents deviate? Examining multiple mediators. Journal of Occupational Health Psychology 16(3): 279-296.
McCroskey, J. C., & Young, T. J. (1981). Ethos and credibility: The construct and its measurement after three decades. Communication Studies, 32(1), pp. 24-34.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2006). Human Resources Management: Gaining a Competitive Advantage, Tenth Global Edition. New York, MA: McGraw-Hill Education.
Norman, W. T. (1963). Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings. Journal of Abnormal and Social Psychology, 66, 574-583
Phillips, J. M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis. Academy of Management Journal, 41(6), 673–690.
Quaglieri, P. L. (1982). A note on variations in recruiting information obtained through different sources. Journal of Occupational Psychology, 55(1), 53–55.
Roberson, Q. M., Collins, C. J., & Oreg, S. (2005). The effects of recruitment message specificity on applicant attraction to organizations. Journal of Business and Psychology, 19(3), 319–339
Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology, 399–444. Consulting Psychologists Press.
Rynes, S. L., Bretz, R. D., & Gerhart, B. (1991). The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44(3), 487–521.
Rynes, S. L., & Cable, D. M. (2003). Recruitment research in the twenty-first century. In W. C. Borman, D. R. Ilgen, & R. J. Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology, 12, 55–76. Hoboken, NJ: John Wiley & Sons.
Saks, A. M. (1994). A psychological process investigation for the effects of recruitment source and organization information on job survival. Journal of Organizational Behavior, 15(3), 225–244.
Saks, A. M., & Ashforth, B. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395–426.
Sekiguchi, T., & Huber, V. L. (2011). The use of person-organization fit and person- job fit information in making selection decision. Organizational Behavior and Human Decision Processes, 116, 203-216.
Schmitt, N., & Coyle, B. W. (1976). Applicant decisions in the employment interview. Journal of Applied Psychology, 61(2), 184–192.
Schneider, B.（1987）. The people make the place. Personnel Psychology, 40, 437-454.
Schneider, B.（2001）. Fits about fit. Applied Psychology: An International Review, 50, 141-152.
Simmering, M.. J., Colquitt, J. A., Noe, R.A., & Porter, C. O. (2003). Conscientiousness, autonomy fit, and development: A longitudinal study. Journal of Applied Psychology, 88, 954-963.
Spence, M. (1973) Job Market Signaling. Quarterly Journal of Economics, 87, 355- 374.
Taris, R., & J. A. Feij. (2000). Longitudinal examination of the relationship between supplies-values fit and work outcomes. Conference: 15th annual conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
Ullman, J. C. (1966). Employee referrals: prime tool for recruiting workers. Personnel, 43(3), 30-35.
Vancouver, J. B., & Schmitt, N. W. (1991). An exploratory examination of person-organization fit: Organizational goal congruence. Personnel Psychology, 44(2), 333–352.
Vogel, R.M., Rodell, J.B., & Lynch, J.W. (2016). Engaged and productive misfits: How job crafting and leisure activity mitigate the negative effects of value incongruence. Academy of Management Journal, 59(5), 1561–1584.
Vreugdenhil, H. (2012). Do older employees use task crafting in order to reduce the perceived misfit with their job? Unpublished Master Thesis in Human Resource Studies, University of Van Tilburg.
Wanous, J. P. (1978). Realistic job previews: Can a procedure to reduce turnover also influence the relationship between abilities and performance? Personnel Psychology, 31(2), 249–258.
Weller, I., Holtom, B. C., Matiaske, W., & Mellewigt, T. (2009). Level and time effects of recruitment sources on early voluntary turnover. Journal of Applied Psychology, 94, 1146-1162.
Wilk, S. L., & Sackett, P. R. (1996). Longitudinal analysis of ability job complexity fit and job change. Personnel Psychology, 49, 937-967.
Williams, C. R., Labig, C. E., & Stone, T. H. (1993). Recruitment sources and posthire outcomes for job applicants and new hires: A test of two hypotheses. Journal of Applied Psychology, 78(2), 163-172.
Zottoli, M. A., & Wanous, J. P. (2000). Recruitment source research: Current status and future directions. Human Resource Management Review, 10(4), 353-382.		zh_TW
dc.identifier.doi (DOI) 10.6814/NCCU202201376en_US