當公共服務動機遇上課責：公務人員工作績效的動機效果與資源影響之研究

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題名	當公共服務動機遇上課責：公務人員工作績效的動機效果與資源影響之研究 When Public Service Motivation Meets Accountability: A Study of Motivational Effects and Resources Influence on Public Servants’ Job Performance in Taiwan.
作者	黃建勲 Huang, Chien-Hsun
貢獻者	陳敦源 Chen, Don-Yun 黃建勲 Huang, Chien-Hsun
關鍵詞	公共服務動機課責工作要求與資源模型序列型解釋性設計調節式調節模型 public service motivation accountability job-demands and resources model sequential explanatory design moderated moderation model
日期	2024
上傳時間	2-May-2024 10:33:25 (UTC+8)
摘要	公共服務動機的概念與理論自Perry與Wise於1990年開展至今，學界與實務界相信公共服務動機有助於個人工作與組織整體績效。然而，學界仍未能完全瞭解公共服務動機如何影響工作績效。本研究以系絡(context)的角度，希望瞭解公共部門的組織工作環境如影響該兩者間關係，並聚焦探討公共部門的課責環境。本研究應用「工作要求與資源模型」(job-demand and resources model)架構與動機排擠理論，探討工作資源可否緩解課責負向影響公共服務動機與工作績效關係。本研究經驗資料來自臺灣某一直轄市政府所屬一級機關，採取混合方法的序列型解釋性設計(sequential explanatory design)，實施兩階段的資料收集與分析。第一階段為量化研究的問卷調查與迴歸分析，第二階段的質化研究依據量化研究分析結果，選擇訪談對象，進行深度訪談資料與主題分析。整合量化與質化研究的分析結果顯示，第一，公共服務動機對於不同類型的工作績效有不同的預測能力，對於角色份內行為較無關聯性，但對於創新工作行為具有關聯性。不過，課責其中一個次面向即責任歸屬對於角色份內行為具有顯著關聯性。亦j謂著「該做需要盯著，多做要有熱忱」。第二，對於課責調節影響公共服務動機與工作績效間關係，工作資源(主管支持、向上建言)並無產生顯著的調節式調節效果。自我效能有產生顯著的調節式調節效果，但出現非預期性結果，顯示在特定條件之下，公共服務動機影響公務人員工作並非原始理論的正向預期。另質性研究分析補充呈現，建言作為一種向上溝通的工具以及主管應是一位有原則的指導者。最後，討論本文研究結果的意義以及在目前公共行政領域相關研究文獻的貢獻位置，並提供實務上可能的管理建議，最後說明研究限制與未來精進之處。 The concept and theory of public service motivation (Perry & Wise, 1990) developed to the present have been widely believed by the academic and practitioners to contribute to individual and organizational performance. However, we still does not fully understand how public service motivation affects job performance. This dissertation takes a contextual perspective to understand how the work environment in the public sector influences the relationship between public service motivation and job performance by focusing on accountability. This study applies the “job-demands and resources model” and motivation crowding theory to examine the buffer effect of job resources on the negative influence of accountability toward the relationship between public service motivation and job performance. The research design of mixed-methods is a "sequential explanatory design,” combining quantitative study through a questionnaire survey in the first stage and qualitative study with in-depth interviews and thematic analysis based on the quantitative results in the second stage. The data were collected from a municipal government in Taiwan. According to the analysis results, firstly, public service motivation predicts different types of job performance. It is more related to innovative work behavior than in-role behavior. Nevertheless, attributability, one sub-dimension of accountability, significantly relates to in-role behavior, suggesting that in-role jobs were related to monitoring and extra-role jobs were related to enthusiasm. Secondly, there are no significant moderated moderation effect of job resources (supervisor support and upward voice), accountability, and public service motivation on job performance. However, self-efficacy did have a significant moderated moderation effect but led to unexpected results, suggesting that public service motivation doesn't always positively influence public servants' behaviors as originally theorized. Qualitative research supplements indicate that upward voice serves an instrument and supervisors should be principled guides. Finally, the implications of the results in the literature and recommendations in practice were provided. The study will also highlight its limitations and areas for future research suggestions.
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描述	博士國立政治大學公共行政學系 101256501
資料來源	http://thesis.lib.nccu.edu.tw/record/#G0101256501
資料類型	thesis

dc.contributor.advisor	陳敦源	zh_TW
dc.contributor.advisor	Chen, Don-Yun	en_US
dc.contributor.author (Authors)	黃建勲	zh_TW
dc.contributor.author (Authors)	Huang, Chien-Hsun	en_US
dc.creator (作者)	黃建勲	zh_TW
dc.creator (作者)	Huang, Chien-Hsun	en_US
dc.date (日期)	2024	en_US
dc.date.accessioned	2-May-2024 10:33:25 (UTC+8)	-
dc.date.available	2-May-2024 10:33:25 (UTC+8)	-
dc.date.issued (上傳時間)	2-May-2024 10:33:25 (UTC+8)	-
dc.identifier (Other Identifiers)	G0101256501	en_US
dc.identifier.uri (URI)	https://nccur.lib.nccu.edu.tw/handle/140.119/151091	-
dc.description (描述)	博士	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)	101256501	zh_TW
dc.description.abstract (摘要)	公共服務動機的概念與理論自Perry與Wise於1990年開展至今，學界與實務界相信公共服務動機有助於個人工作與組織整體績效。然而，學界仍未能完全瞭解公共服務動機如何影響工作績效。本研究以系絡(context)的角度，希望瞭解公共部門的組織工作環境如影響該兩者間關係，並聚焦探討公共部門的課責環境。本研究應用「工作要求與資源模型」(job-demand and resources model)架構與動機排擠理論，探討工作資源可否緩解課責負向影響公共服務動機與工作績效關係。本研究經驗資料來自臺灣某一直轄市政府所屬一級機關，採取混合方法的序列型解釋性設計(sequential explanatory design)，實施兩階段的資料收集與分析。第一階段為量化研究的問卷調查與迴歸分析，第二階段的質化研究依據量化研究分析結果，選擇訪談對象，進行深度訪談資料與主題分析。整合量化與質化研究的分析結果顯示，第一，公共服務動機對於不同類型的工作績效有不同的預測能力，對於角色份內行為較無關聯性，但對於創新工作行為具有關聯性。不過，課責其中一個次面向即責任歸屬對於角色份內行為具有顯著關聯性。亦j謂著「該做需要盯著，多做要有熱忱」。第二，對於課責調節影響公共服務動機與工作績效間關係，工作資源(主管支持、向上建言)並無產生顯著的調節式調節效果。自我效能有產生顯著的調節式調節效果，但出現非預期性結果，顯示在特定條件之下，公共服務動機影響公務人員工作並非原始理論的正向預期。另質性研究分析補充呈現，建言作為一種向上溝通的工具以及主管應是一位有原則的指導者。最後，討論本文研究結果的意義以及在目前公共行政領域相關研究文獻的貢獻位置，並提供實務上可能的管理建議，最後說明研究限制與未來精進之處。	zh_TW
dc.description.abstract (摘要)	The concept and theory of public service motivation (Perry & Wise, 1990) developed to the present have been widely believed by the academic and practitioners to contribute to individual and organizational performance. However, we still does not fully understand how public service motivation affects job performance. This dissertation takes a contextual perspective to understand how the work environment in the public sector influences the relationship between public service motivation and job performance by focusing on accountability. This study applies the “job-demands and resources model” and motivation crowding theory to examine the buffer effect of job resources on the negative influence of accountability toward the relationship between public service motivation and job performance. The research design of mixed-methods is a "sequential explanatory design,” combining quantitative study through a questionnaire survey in the first stage and qualitative study with in-depth interviews and thematic analysis based on the quantitative results in the second stage. The data were collected from a municipal government in Taiwan. According to the analysis results, firstly, public service motivation predicts different types of job performance. It is more related to innovative work behavior than in-role behavior. Nevertheless, attributability, one sub-dimension of accountability, significantly relates to in-role behavior, suggesting that in-role jobs were related to monitoring and extra-role jobs were related to enthusiasm. Secondly, there are no significant moderated moderation effect of job resources (supervisor support and upward voice), accountability, and public service motivation on job performance. However, self-efficacy did have a significant moderated moderation effect but led to unexpected results, suggesting that public service motivation doesn't always positively influence public servants' behaviors as originally theorized. Qualitative research supplements indicate that upward voice serves an instrument and supervisors should be principled guides. Finally, the implications of the results in the literature and recommendations in practice were provided. The study will also highlight its limitations and areas for future research suggestions.	en_US
dc.description.tableofcontents	第壹章緒論 1 第一節研究動機與問題背景 1 第二節研究問題與研究目的 9 第三節研究流程與章節安排 12 第貳章文獻回顧 17 第一節工作績效 17 第二節公共服務動機 23 第三節課責 29 第四節當公共服務動機遇上課責：理論性架構 36 第五節小節 52 第參章研究設計 55 第一節研究問題與假設 55 第二節研究方法 67 第三節樣本、抽樣與資料收集 76 第四節調查問卷及訪談題綱 79 第五節研究品質 86 第六節研究倫理 96 第七節小節 97 第肆章資料分析與結果 99 第一節調查問卷樣本、題目與敘述性統計 99 第二節多變量分析：測量模型 113 第三節多變量分析：多元迴歸模型 129 第四節深度訪談資料分析 153 第五節整合量化與質化資料分析 189 第伍章結論 199 第一節研究結論 199 第二節研究建議 207 第三節研究限制 212 參考文獻 217 附錄一:歷次問卷題目整理表 253 附錄二:學位論文計畫調查問卷專家會議紀錄 277 附錄三:調查問卷 280 附錄四:主題分析編碼及整理表 290	zh_TW
dc.format.extent	3395148 bytes	-
dc.format.mimetype	application/pdf	-
dc.source.uri (資料來源)	http://thesis.lib.nccu.edu.tw/record/#G0101256501	en_US
dc.subject (關鍵詞)	公共服務動機	zh_TW
dc.subject (關鍵詞)	課責	zh_TW
dc.subject (關鍵詞)	工作要求與資源模型	zh_TW
dc.subject (關鍵詞)	序列型解釋性設計	zh_TW
dc.subject (關鍵詞)	調節式調節模型	zh_TW
dc.subject (關鍵詞)	public service motivation	en_US
dc.subject (關鍵詞)	accountability	en_US
dc.subject (關鍵詞)	job-demands and resources model	en_US
dc.subject (關鍵詞)	sequential explanatory design	en_US
dc.subject (關鍵詞)	moderated moderation model	en_US
dc.title (題名)	當公共服務動機遇上課責：公務人員工作績效的動機效果與資源影響之研究	zh_TW
dc.title (題名)	When Public Service Motivation Meets Accountability: A Study of Motivational Effects and Resources Influence on Public Servants’ Job Performance in Taiwan.	en_US
dc.type (資料類型)	thesis	en_US
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