| dc.contributor | 公行系 | |
| dc.creator (作者) | 董祥開;陳敦源;王光旭;王婷虹;詹慶恩 | |
| dc.creator (作者) | Dong, Hsiang-kai;Chen, Don-yun;Wang, Guang-xu;Wang, Ting-hung;Chan, Ching-en | |
| dc.date (日期) | 2022-05 | |
| dc.date.accessioned | 27-Dec-2022 09:29:11 (UTC+8) | - |
| dc.date.available | 27-Dec-2022 09:29:11 (UTC+8) | - |
| dc.date.issued (上傳時間) | 27-Dec-2022 09:29:11 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/142820 | - |
| dc.description.abstract (摘要) | 一個人出生之背景年代，或多或少都會影響其對於事物的看法與觀點，職場中如何處理「世代差異」的問題，始終都是管理者必須面對的重要課題。在2015年以前，我國公務人員的平均年齡一直維持在43歲左右、初任公務人員年齡則約為27歲上下，而平均退休年齡也均未超過56歲。然而，從2015年後，因年金改革的規劃已逐漸浮現，平均退休年齡呈現逐年緩步上揚的趨勢；而自2018年中，年金改革已確定實施，平均退休年齡隨即出現明顯的升高。據推估，到2031年時，公務人員的平均退休年齡將會比現在增加約7至8歲。也因此，未來公部門中三代同堂的問題將日趨明顯；在我國文化仍相當重視長、幼、尊、卑的情況下，未來是否會因此造成公部門管理或溝通上的問題，值得關注。本研究採取「分層隨機抽樣」方式，針對9,000位公務人員進行問卷調查，調查進行之時間為2019年9月至2019年10月，共回收8,243份問卷，占總樣本數之91.59%，其中完整填答之成功樣本共7,549筆，占總樣本數之83.88%。研究結果發現，年改對年輕公務人員的工作士氣及熱忱影響較大，但中世代及資深世代對升遷減緩的感受較深。再者，不同世代間存有明顯的價值觀差異，年輕公務人員對於組織溝通是否順暢一事的認同度普遍較低，也會認為其主管會因為每個人的年齡不同來分配不同的工作，同時認為主管會有叫不動資深部屬的問題。最後，青世代及中世代認為職務輪調對其有實質且正面的幫助、且更看重與職涯發展有關的訓練及課程，而資深公務人員除與職涯有關的課程外，對於退休規畫及養生課程也有相當的需求。本研究根據上述發現提出相關管理及政策建議。 | |
| dc.description.abstract (摘要) | Discrepancy in opinion exists among different generations. It is always a challenge for managers to deal with the “generation gaps” in the workplace. Before 2015, the average age of our civil servants was around 43 years old, that of the newly recruited about 27, and the average retirement age was never over 56. However, since the discussion and planning of pension reform started in 2015, the average retirement age has gradually increased. At the time that the pension reform was actually implemented in 2018, the average retirement age showed a significant increase to over 57. By 2031, it is estimated that the retirement age of our civil servants will increase by 7 to 8 years. As a result, the issue of “three generations under the same roof” will be much more critical. Given the respect for seniority in our culture, whether such a phenomenon leads to managerial or communication problems in the public sector is worth studying.This research used stratified random sampling to conduct a survey on 9,000 civil servants between September and October of 2019. We received 8,243 responses. Among those, 7,549 responses were complete, resulting in a valid response rate of 83.88%. Results of our analyses showed that the pension reform had much greater impacts on work morale and enthusiasm for the younger generation, while it had greater impacts on the feeling about slower promotion for the middle and senior generations. In addition, younger civil servants not only indicated that their communication with the senior civil servants was not smooth, but also noticed that their supervisors tend to allocate work based on subordinates’ age. More problematic, young supervisors sometimes may not effectively manage or control their senior subordinates. Also, we found that young and middle-aged civil servants regarded job rotation as a useful work setting, and they in general valued courses related to career development more than other courses. However, senior civil servants cared more about courses related to their career, health, and retirement plans. Managerial and policy recommendations were also discussed in this paper. | |
| dc.format.extent | 119 bytes | - |
| dc.format.mimetype | text/html | - |
| dc.relation (關聯) | 文官制度, Vol.14, No.1, pp.25-63 | |
| dc.subject (關鍵詞) | 世代差異; 職場三代同堂; 公部門人力資源管理; 公部門高齡化 | |
| dc.subject (關鍵詞) | Generation gap; Three generations under the same roof; Human resource management in the public sector; Aging in civil service | |
| dc.title (題名) | 公務人力高齡化現象下的世代差異及其影響 | |
| dc.type (資料類型) | article | |
