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題名 探討公務人員沉默行為的前因以及與留任意願之關係
Exploring the Antecedents of Civil Servants` Silence Behavior and the Relationship with Intention to Stay
作者 郭庭宇
Kuo, Ting-Yu
貢獻者 傅凱若
Fu, Kai-jo
郭庭宇
Kuo, Ting-Yu
關鍵詞 員工沉默行為
持續性承諾
權力距離傾向
公共服務動機
留任意願
Employment Silent Behavior
Continuous Commitment
Power Distance
Public Service Motivation
Intention to Stay
日期 2022
上傳時間 5-一月-2023 15:23:00 (UTC+8)
摘要 公部門組織相較於私部門，礙於法規與組織特性，普遍有更明顯的上下層級關係，而這也可能使得許多基層或是新進人員在工作中的意見表達上，因為種種原因而受到阻礙，長久下來，便可能造成公部門組織存在普遍沉默的氛圍，甚而造成這些普遍沉默的員工傾向離開組織，機關難以留住人才。然而綜觀國內外公部門相關研究，關於沉默行為的主題卻是鮮少被提及的，因此本研究則基於Van Dyne等人（2003）所提出之三個多元動機的員工沉默行為，分別是消極不做為的默許性沉默、來自害怕的防衛性沉默與捍衛組織利益的親社會性沉默，並探討公務人員沉默行為之前因，以及對於留任意願的影響。而從過去文獻中可以推敲出，持續性承諾、權力距離傾向以及公共服務動機，可以做為公務員之三個沉默行為的前因。又本研究針對台北市與新北市區公所之線上問卷發放後，總共蒐集了536份有效樣本，經過結構方程模式分析，發現持續性承諾與默許性沉默之間並沒有顯著關係；而反而權利距離對默許性沉默與防衛性沉默有顯著正向關係；公共服務動機則與親社會性沉默則有正向因果關係。而在與留任意願之因果關係探討中，前兩者消極的沉默行為則與其有顯著正向關係；親社會性沉默則為負向顯著關係。關於變數之中介效果討論，防衛性沉默在權力距離傾向與留任意願之關係中扮演不完全中介角色；而親社會性沉默在公共服務動機與留任意願之關係中有完全中介效果。最後，本研究依照以上結果提出管理與學術上的建議，以及本研究之限制。
Compared with the private sector, organizations of the public sector generally have a more obvious power relationship between supervisors and subordinates, and it may hinder many grassroots or new recruits from expressing their opinions at work for various reasons. In the long run, it creates a generally silent atmosphere in public sector organizations even causing these silent employees to leave the organization, making it difficult for government agencies to retain talents. However, overviewing the related research in the public sector at home and abroad, the topic of silent behavior is rarely mentioned. Therefore, this study is based on the three multi-motivated employee silence behavior proposed by Van Dyne et al. (2003), namely acquiescence silence from passive inaction, defensive silence derived from fear, and prosocial silence to defend organizational interests, and also discuss the antecedents of civil servants` silent behavior and the influence on their intention to stay. By overviewing the past literature, it can be deduced that continuous commitment, power distance tendencies, and public service motivation may be the antecedents of the three silent behaviors of civil servants. In addition, this study collected a total of 536 valid samples after distributing the online questionnaires to the Taipei City and the New Taipei City District Offices. Through structural equation model analysis, it is found that there is no significant relationship between continuous commitment and acquiescence silence; on the contrary, power
distance has a significant positive relationship with acquiescence silence and defensive silence, and public service motivation has a significant positive relationship with prosocial silence. In the discussion of the causal relationship with the intention to stay, two of the negative silence behaviors have a significant positive relationship with it, but prosocial silence has a negative significant relationship with it. Regarding the mediating effect of variables, defensive silence plays an incomplete mediating role in the relationship between the power distance and the intention to stay, while prosocial silence has a complete mediating effect on the relationship between public service motivation and the intention to stay. Finally, this study concludes management and academic recommendations based on the above results, as well as the limitations of the research.
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描述 碩士
國立政治大學
公共行政學系
108256004
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0108256004
資料類型 thesis
dc.contributor.advisor 傅凱若zh_TW
dc.contributor.advisor Fu, Kai-joen_US
dc.contributor.author (作者) 郭庭宇zh_TW
dc.contributor.author (作者) Kuo, Ting-Yuen_US
dc.creator (作者) 郭庭宇zh_TW
dc.creator (作者) Kuo, Ting-Yuen_US
dc.date (日期) 2022en_US
dc.date.accessioned 5-一月-2023 15:23:00 (UTC+8)-
dc.date.available 5-一月-2023 15:23:00 (UTC+8)-
dc.date.issued (上傳時間) 5-一月-2023 15:23:00 (UTC+8)-
dc.identifier (其他 識別碼) G0108256004en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/142909-
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) 108256004zh_TW
dc.description.abstract (摘要) 公部門組織相較於私部門，礙於法規與組織特性，普遍有更明顯的上下層級關係，而這也可能使得許多基層或是新進人員在工作中的意見表達上，因為種種原因而受到阻礙，長久下來，便可能造成公部門組織存在普遍沉默的氛圍，甚而造成這些普遍沉默的員工傾向離開組織，機關難以留住人才。然而綜觀國內外公部門相關研究，關於沉默行為的主題卻是鮮少被提及的，因此本研究則基於Van Dyne等人（2003）所提出之三個多元動機的員工沉默行為，分別是消極不做為的默許性沉默、來自害怕的防衛性沉默與捍衛組織利益的親社會性沉默，並探討公務人員沉默行為之前因，以及對於留任意願的影響。而從過去文獻中可以推敲出，持續性承諾、權力距離傾向以及公共服務動機，可以做為公務員之三個沉默行為的前因。又本研究針對台北市與新北市區公所之線上問卷發放後，總共蒐集了536份有效樣本，經過結構方程模式分析，發現持續性承諾與默許性沉默之間並沒有顯著關係；而反而權利距離對默許性沉默與防衛性沉默有顯著正向關係；公共服務動機則與親社會性沉默則有正向因果關係。而在與留任意願之因果關係探討中，前兩者消極的沉默行為則與其有顯著正向關係；親社會性沉默則為負向顯著關係。關於變數之中介效果討論，防衛性沉默在權力距離傾向與留任意願之關係中扮演不完全中介角色；而親社會性沉默在公共服務動機與留任意願之關係中有完全中介效果。最後，本研究依照以上結果提出管理與學術上的建議，以及本研究之限制。zh_TW
dc.description.abstract (摘要) Compared with the private sector, organizations of the public sector generally have a more obvious power relationship between supervisors and subordinates, and it may hinder many grassroots or new recruits from expressing their opinions at work for various reasons. In the long run, it creates a generally silent atmosphere in public sector organizations even causing these silent employees to leave the organization, making it difficult for government agencies to retain talents. However, overviewing the related research in the public sector at home and abroad, the topic of silent behavior is rarely mentioned. Therefore, this study is based on the three multi-motivated employee silence behavior proposed by Van Dyne et al. (2003), namely acquiescence silence from passive inaction, defensive silence derived from fear, and prosocial silence to defend organizational interests, and also discuss the antecedents of civil servants` silent behavior and the influence on their intention to stay. By overviewing the past literature, it can be deduced that continuous commitment, power distance tendencies, and public service motivation may be the antecedents of the three silent behaviors of civil servants. In addition, this study collected a total of 536 valid samples after distributing the online questionnaires to the Taipei City and the New Taipei City District Offices. Through structural equation model analysis, it is found that there is no significant relationship between continuous commitment and acquiescence silence; on the contrary, power
distance has a significant positive relationship with acquiescence silence and defensive silence, and public service motivation has a significant positive relationship with prosocial silence. In the discussion of the causal relationship with the intention to stay, two of the negative silence behaviors have a significant positive relationship with it, but prosocial silence has a negative significant relationship with it. Regarding the mediating effect of variables, defensive silence plays an incomplete mediating role in the relationship between the power distance and the intention to stay, while prosocial silence has a complete mediating effect on the relationship between public service motivation and the intention to stay. Finally, this study concludes management and academic recommendations based on the above results, as well as the limitations of the research.		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
第三節 研究安排與流程 4
第二章 文獻回顧 6
第一節 員工沉默 6
一、員工沉默行為的意涵 6
二、員工沉默行為的構面 7
第二節 持續性承諾 14
一、持續性承諾的來源 14
二、消極的組織承諾形式 17
三、持續性承諾的相關研究 18
第三節 權力距離傾向 19
一、權力距離的意涵 19
二、宏觀層次的權力距離 20
三、個人層次的權力距離傾向 20
四、權力距離的相關研究 22
第四節 公共服務動機 23
一、公共服務動機的意涵 23
二、公共服務動機的構面 25
三、公共服務動機的相關研究 27
第五節 留任意願 28
一、留任意願的意涵 28
二、留任意願的相關研究 29
第六節 變數之間的關係與假設 30
一、持續性承諾與默許性沉默 30
二、權力距離與默許性沉默及防衛性沉默 31
三、公共服務動機與親社會性沉默 31
四、沉默行為與留任意願 32
五、持續性承諾、權力距離、公共服務動機與留任意願 33
第三章 研究設計 35
第一節 研究架構 35
第二節 操作型定義與衡量 36
一、沉默行為的操作型定義與衡量 36
二、持續性承諾的操作型定義與衡量 38
三、權力距離的操作型定義與衡量 39
四、公共服務動機的操作型定義與衡量 40
五、留任意願的操作型定義與衡量 41
六、人口變項 42
第三節 研究方法與對象 43
一、描述性統計分析 43
二、相關分析 43
三、t檢定與單因子變異數分析 43
五、結構方程模型 44
六、Boostrap多重中介效果檢定 44
七、研究對象 45
八、問卷發放與前測 48
第四章 研究結果 50
第一節、描述性統計與相關分析 50
一、樣本蒐集與人口變數統計 50
二、主變數描述性統計 51
三、相關分析 52
第二節、差異性分析 53
一、性別與沉默行為 53
二、年齡與沉默行為 54
三、學歷與沉默行為 55
四、月收入與沉默行為 55
五、年資與沉默行為 56
六、官等與沉默行為 57
七、職務與沉默行為 58
第三節、結構方程模式 58
一、測量模式 58
二、結構模式 62
第四節、中介效果檢定 65
第五章 結論與建議 67
第一節、研究發現 67
第二節、研究建議 70
一、管理實務建議 70
二、學術建議 72
第三節、研究限制 74
參考文獻 76
中文部分 76
英文部分 78
附錄一 問卷 86
附錄二 各主變數題項之描述性統計表 91		zh_TW
dc.format.extent 4896275 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0108256004en_US
dc.subject (關鍵詞) 員工沉默行為zh_TW
dc.subject (關鍵詞) 持續性承諾zh_TW
dc.subject (關鍵詞) 權力距離傾向zh_TW
dc.subject (關鍵詞) 公共服務動機zh_TW
dc.subject (關鍵詞) 留任意願zh_TW
dc.subject (關鍵詞) Employment Silent Behavioren_US
dc.subject (關鍵詞) Continuous Commitmenten_US
dc.subject (關鍵詞) Power Distanceen_US
dc.subject (關鍵詞) Public Service Motivationen_US
dc.subject (關鍵詞) Intention to Stayen_US
dc.title (題名) 探討公務人員沉默行為的前因以及與留任意願之關係zh_TW
dc.title (題名) Exploring the Antecedents of Civil Servants` Silence Behavior and the Relationship with Intention to Stayen_US
dc.type (資料類型) thesisen_US
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dc.identifier.doi (DOI) 10.6814/NCCU202201746en_US