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題名 不同世代公務人員之工作生活平衡與工作滿意度對機關離職傾向的影響
The Impact of Work-Life Balance and Job Satisfaction on The Government Agencies Turnover Intention of Public Servants From Different Generation作者 林中聖
Lin, Sen-Chung貢獻者 廖興中
Liao, Hsin-Chung
林中聖
Lin, Sen-Chung關鍵詞 世代
公務人員
工作生活平衡
工作滿意度
機關離職傾向
Generation
Public servant
Work-life balance
Job satisfaction
Government agencies turnover intention日期 2024 上傳時間 1-Jul-2024 13:32:51 (UTC+8) 摘要 近幾年來，有相關報導指出公務人員因年金改革、工作壓力與責任龐大、薪資待遇差、沒有應有尊嚴等，而爆發離職潮，且隨著公務人力高齡化現象的加劇，職場世代差異的現象也逐漸擴大，然而絕大多數的公務人員普遍不會輕易地放棄公職身分成為部門離職者，反而是透過機關離職進行流動，以尋求公職生涯的延續。此外，世代之間由於生長背景的時空環境差異，以及年改後政府對公務人員退休福利的變動，不同世代之間對於離職的看法也可能有所異同。因此，本研究嘗試透過量化研究，瞭解與驗證不同世代公務人員對工作生活平衡，以及工作滿意度的看法對於機關離職傾向的影響以及程度，以及世代差異的調節效果。 本研究透過次級資料分析法進行研究，資料來源為「台灣政經傳播研究：2022年文官定群追蹤網路調查資料」，該研究調查以現職公務人員為研究對象，共回收1,220份有效樣本。研究結果發現，不同世代公務人員的機關離職傾向具有顯著差異，其中經濟全球化世代的機關離職傾向最高，出口導向世代則最低，其次，公務人員工作生活平衡程度與機關離職傾向呈現顯著負向影響，再者，公務人員工作滿意度與工作相關因素滿意度與機關離職傾向呈現顯著負向影響，最後，世代差異對工作生活平衡影響機關離職傾向具有顯著負向調節效果。本研究依據上述研究發現進行討論並針對公務人力資源管理措施提出相關之實務建議。
In recent years, some reports have pointed out that many public servants are choosing to switch jobs due to pension reforms, immense work pressure and responsibilities, inadequate salary and benefits, and a lack of dignity in the workplace. Additionally, with the aging of the public service workforce, generation differences in the workplace are apparently increasing. However, the majority of public servants don’t want to leave the public sector. Instead, they tend to seek career continuity by moving to different agencies. Furthermore, due to differences in growth background between generations and changes in retirement benefits for public servants after the pension reform, different generations may have different views on turnover intention. Therefore, this study attempts to use quantitative research to understand the impact of work-life balance and job satisfaction on the intention to change government agencies of public servants from different generation and the moderating effect of generational differences. This study was conducted through secondary data analysis. The data source is "Taiwan Institute for Governance and Communication Research: 2022 Taiwan Government Bureaucrats Survey Data," which surveyed public servants and yielded 1,220 valid responses. The results showed significant differences in the turnover intention among different generations of public servants, the economic globalization generation has the highest turnover intention and the export-oriented generation have the lowest. Work-life balance and job satisfaction significantly negatively impact the intention of turnover. Generation differences have a significant negative moderating effect on the impact of work-life balance on turnover intention. 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國立政治大學
公共行政學系
110256003資料來源 http://thesis.lib.nccu.edu.tw/record/#G0110256003 資料類型 thesis dc.contributor.advisor 廖興中 zh_TW dc.contributor.advisor Liao, Hsin-Chung en_US dc.contributor.author (Authors) 林中聖 zh_TW dc.contributor.author (Authors) Lin, Sen-Chung en_US dc.creator (作者) 林中聖 zh_TW dc.creator (作者) Lin, Sen-Chung en_US dc.date (日期) 2024 en_US dc.date.accessioned 1-Jul-2024 13:32:51 (UTC+8) - dc.date.available 1-Jul-2024 13:32:51 (UTC+8) - dc.date.issued (上傳時間) 1-Jul-2024 13:32:51 (UTC+8) - dc.identifier (Other Identifiers) G0110256003 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/152141 - 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) 110256003 zh_TW dc.description.abstract (摘要) 近幾年來，有相關報導指出公務人員因年金改革、工作壓力與責任龐大、薪資待遇差、沒有應有尊嚴等，而爆發離職潮，且隨著公務人力高齡化現象的加劇，職場世代差異的現象也逐漸擴大，然而絕大多數的公務人員普遍不會輕易地放棄公職身分成為部門離職者，反而是透過機關離職進行流動，以尋求公職生涯的延續。此外，世代之間由於生長背景的時空環境差異，以及年改後政府對公務人員退休福利的變動，不同世代之間對於離職的看法也可能有所異同。因此，本研究嘗試透過量化研究，瞭解與驗證不同世代公務人員對工作生活平衡，以及工作滿意度的看法對於機關離職傾向的影響以及程度，以及世代差異的調節效果。 本研究透過次級資料分析法進行研究，資料來源為「台灣政經傳播研究：2022年文官定群追蹤網路調查資料」，該研究調查以現職公務人員為研究對象，共回收1,220份有效樣本。研究結果發現，不同世代公務人員的機關離職傾向具有顯著差異，其中經濟全球化世代的機關離職傾向最高，出口導向世代則最低，其次，公務人員工作生活平衡程度與機關離職傾向呈現顯著負向影響，再者，公務人員工作滿意度與工作相關因素滿意度與機關離職傾向呈現顯著負向影響，最後，世代差異對工作生活平衡影響機關離職傾向具有顯著負向調節效果。本研究依據上述研究發現進行討論並針對公務人力資源管理措施提出相關之實務建議。 zh_TW dc.description.abstract (摘要) In recent years, some reports have pointed out that many public servants are choosing to switch jobs due to pension reforms, immense work pressure and responsibilities, inadequate salary and benefits, and a lack of dignity in the workplace. Additionally, with the aging of the public service workforce, generation differences in the workplace are apparently increasing. However, the majority of public servants don’t want to leave the public sector. Instead, they tend to seek career continuity by moving to different agencies. Furthermore, due to differences in growth background between generations and changes in retirement benefits for public servants after the pension reform, different generations may have different views on turnover intention. Therefore, this study attempts to use quantitative research to understand the impact of work-life balance and job satisfaction on the intention to change government agencies of public servants from different generation and the moderating effect of generational differences. This study was conducted through secondary data analysis. The data source is "Taiwan Institute for Governance and Communication Research: 2022 Taiwan Government Bureaucrats Survey Data," which surveyed public servants and yielded 1,220 valid responses. The results showed significant differences in the turnover intention among different generations of public servants, the economic globalization generation has the highest turnover intention and the export-oriented generation have the lowest. Work-life balance and job satisfaction significantly negatively impact the intention of turnover. Generation differences have a significant negative moderating effect on the impact of work-life balance on turnover intention. Based on these findings, this study discusses and proposes practical recommendations for 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 研究目的與研究問題 6 第三節 研究流程 8 第二章 文獻探討 9 第一節 離職傾向的概念探討 9 第二節 世代差異概念探討 26 第三節 工作生活平衡與離職傾向 37 第四節 工作滿意度與離職傾向 43 第三章 研究方法與設計 49 第一節 研究方法 53 第二節 研究架構與假設 49 第三節 研究對象 55 第四節 變項測量與操作化 56 第四章 資料分析結果 61 第一節 敘述性統計分析 61 第二節 信、效度分析 64 第三節 差異性分析 70 第四節 研究分析 71 第五章 結論與建議 83 第一節 研究發現與討論 83 第二節 管理意涵與實務建議 89 第三節 研究限制與未來研究展望 95 參考文獻 98 附錄：原始問卷題目與編碼表 115 zh_TW dc.format.extent 3036414 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0110256003 en_US dc.subject (關鍵詞) 世代 zh_TW dc.subject (關鍵詞) 公務人員 zh_TW dc.subject (關鍵詞) 工作生活平衡 zh_TW dc.subject (關鍵詞) 工作滿意度 zh_TW dc.subject (關鍵詞) 機關離職傾向 zh_TW dc.subject (關鍵詞) Generation en_US dc.subject (關鍵詞) Public servant en_US dc.subject (關鍵詞) Work-life balance en_US dc.subject (關鍵詞) Job satisfaction en_US dc.subject (關鍵詞) Government agencies turnover 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