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題名 內外控傾向對公務人員創新行為之影響－組織繁文縟節的調節效果
The Impacts of Locus of Control on Innovative Behaviors for Public Servants-The Moderation Effects of Organizational Red Tape作者 商嘉禾
Shang, Jia-He貢獻者 董祥開
商嘉禾
Shang, Jia-He關鍵詞 公務人員
內外控傾向
創新工作行為
繁文縟節
Public Servants
Innovative Work Behavior
Locus of Control
Red Tape日期 2024 上傳時間 5-八月-2024 14:23:17 (UTC+8) 摘要 「創新」這個議題過去多以私部門為主，僅近年才出現公部門背景的研究，其中個人層次與組織層次因素的相互作用鮮少為人討論，因此本研究希望將「內外控傾向」的人格特質，與公部門「繁文縟節」的組織特徵結合討論，並藉由互動論架構及自我驗證理論進行分析，探討兩者的相互作用如何影響公務人員的創新行為。本研究使用次級資料分析法，資料來源為第四期「台灣文官調查」(TGBS-Ⅳ)中的第二波調查，研究對象為我國現職公務人員，共計722份有效樣本。研究結果發現: （1）內控特質正向影響創新行為及其面向；（2）依法行政繁文縟節顯著調節內控特質與創新行為之間關係；（3）依法行政繁文縟節顯著調節內控特質與創新行為面向（想法提倡及想法實現）之間關係。研究結論指出具備內控特質的公務人員為執行創新行為的潛在者，組織可以透過人力資源管理措施來發掘創新人才，並通過賦權與培訓推動公務人員創新。更為重要的是，政府機關應檢視組織繁文縟節情形，因本研究發現繁文縟節導致弱內控特質的公務人員牴觸創新，可以透過識別規則，針對失去功能與目的的規則予以調整，提供公務人力自由發揮才能的創新空間。
The topic of "innovation" has traditionally been dominated by the private sector, with research on the public sector emerging only in recent years. There has been little discussion on the interaction between individual-level and organizational-level factors in this context. Therefore, this study aims to explore the interaction between the personality trait of "locus of control" and the organizational characteristic of "red tape" in the public sector. Using the framework of interactionism and self-verification theory, the study analyzes how these interactions affect the innovative behavior of civil servants. This research employs secondary data analysis, using data from the second wave of the fourth " Taiwan Government Bureaucrats Survey " (TGBS-IV), targeting currently employed civil servants in Taiwan, with a total of 722 valid samples. The study finds that: (1)An internal locus of control positively influences innovative behavior and its dimensions.(2)Red tape significantly moderates the relationship between an internal locus of control and innovative behavior.(3)Red tape significantly moderates the relationship between an internal locus of control and the dimensions of innovative behavior (idea promotion and idea implementation).The study concludes that civil servants with an internal locus of control are potential agents of innovation. Organizations can identify innovative talents through selection and management measures. Additionally, innovation among civil servants can also be promoted through empowerment and training. More importantly, government agencies should review the extent of organizational red tape, as the study finds that red tape causes civil servants with an external locus of control to resist innovation. 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國立政治大學
公共行政學系
109256031資料來源 http://thesis.lib.nccu.edu.tw/record/#G0109256031 資料類型 thesis dc.contributor.advisor 董祥開 zh_TW dc.contributor.author (作者) 商嘉禾 zh_TW dc.contributor.author (作者) Shang, Jia-He en_US dc.creator (作者) 商嘉禾 zh_TW dc.creator (作者) Shang, Jia-He en_US dc.date (日期) 2024 en_US dc.date.accessioned 5-八月-2024 14:23:17 (UTC+8) - dc.date.available 5-八月-2024 14:23:17 (UTC+8) - dc.date.issued (上傳時間) 5-八月-2024 14:23:17 (UTC+8) - dc.identifier (其他 識別碼) G0109256031 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/152849 - 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) 109256031 zh_TW dc.description.abstract (摘要) 「創新」這個議題過去多以私部門為主，僅近年才出現公部門背景的研究，其中個人層次與組織層次因素的相互作用鮮少為人討論，因此本研究希望將「內外控傾向」的人格特質，與公部門「繁文縟節」的組織特徵結合討論，並藉由互動論架構及自我驗證理論進行分析，探討兩者的相互作用如何影響公務人員的創新行為。本研究使用次級資料分析法，資料來源為第四期「台灣文官調查」(TGBS-Ⅳ)中的第二波調查，研究對象為我國現職公務人員，共計722份有效樣本。研究結果發現: （1）內控特質正向影響創新行為及其面向；（2）依法行政繁文縟節顯著調節內控特質與創新行為之間關係；（3）依法行政繁文縟節顯著調節內控特質與創新行為面向（想法提倡及想法實現）之間關係。研究結論指出具備內控特質的公務人員為執行創新行為的潛在者，組織可以透過人力資源管理措施來發掘創新人才，並通過賦權與培訓推動公務人員創新。更為重要的是，政府機關應檢視組織繁文縟節情形，因本研究發現繁文縟節導致弱內控特質的公務人員牴觸創新，可以透過識別規則，針對失去功能與目的的規則予以調整，提供公務人力自由發揮才能的創新空間。 zh_TW dc.description.abstract (摘要) The topic of "innovation" has traditionally been dominated by the private sector, with research on the public sector emerging only in recent years. There has been little discussion on the interaction between individual-level and organizational-level factors in this context. Therefore, this study aims to explore the interaction between the personality trait of "locus of control" and the organizational characteristic of "red tape" in the public sector. Using the framework of interactionism and self-verification theory, the study analyzes how these interactions affect the innovative behavior of civil servants. This research employs secondary data analysis, using data from the second wave of the fourth " Taiwan Government Bureaucrats Survey " (TGBS-IV), targeting currently employed civil servants in Taiwan, with a total of 722 valid samples. The study finds that: (1)An internal locus of control positively influences innovative behavior and its dimensions.(2)Red tape significantly moderates the relationship between an internal locus of control and innovative behavior.(3)Red tape significantly moderates the relationship between an internal locus of control and the dimensions of innovative behavior (idea promotion and idea implementation).The study concludes that civil servants with an internal locus of control are potential agents of innovation. Organizations can identify innovative talents through selection and management measures. Additionally, innovation among civil servants can also be promoted through empowerment and training. More importantly, government agencies should review the extent of organizational red tape, as the study finds that red tape causes civil servants with an external locus of control to resist innovation. Therefore, non-functional regulatory procedures should be adjusted to provide civil servants with the space to freely exercise their innovative potential. 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 7 第二章 文獻探討 9 第一節 創新行為 9 第二節 內外控傾向 18 第三節 繁文縟節 22 第四節 理論與研究假設的發展 31 第三章 研究設計 37 第一節 研究架構 37 第二節 研究方法 39 第三節 變項操作化 41 第四章 資料分析與結果 49 第一節 樣本特性 49 第二節 信效度分析 51 第三節 各變項敘述統計 53 第四節 研究分析 58 第五章 研究結論與建議 79 第一節 綜合討論 79 第二節 研究建議 86 第三節 研究限制 88 參考文獻 91 zh_TW dc.format.extent 3312146 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0109256031 en_US dc.subject (關鍵詞) 公務人員 zh_TW dc.subject (關鍵詞) 內外控傾向 zh_TW dc.subject (關鍵詞) 創新工作行為 zh_TW dc.subject (關鍵詞) 繁文縟節 zh_TW dc.subject (關鍵詞) Public Servants en_US dc.subject (關鍵詞) Innovative Work Behavior en_US dc.subject (關鍵詞) Locus of Control en_US dc.subject (關鍵詞) Red Tape en_US dc.title (題名) 內外控傾向對公務人員創新行為之影響－組織繁文縟節的調節效果 zh_TW dc.title (題名) The Impacts of Locus of Control on Innovative Behaviors for Public Servants-The Moderation Effects of Organizational Red Tape en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 朱錦鳳（2012）。國家考選的策略與可行作法。國家菁英季刊，8（1），19-39。 李仲彬（2018）。與生俱來與後天培養： 影響公務人員創新態度與行為的因素分析。公共行政學報，54，1-40。 邱文智（2023）。公共服務動機對公務人員創新影響之研究：兼論情緒智力中介效果。行政暨政策學報，76，71-99。 陳重安（2013）。規範與繁文縟節。公共行政學報，44，161-166。 陳敦源、簡鈺珒(2018)。 繁文縟節與組織績效:以臺灣作為個案觀察。文官制度，10(4)，25-60。 陳敦源、黃建勲（2019）。繁文縟節如何影響公共服務動機? 2011 年臺灣文官調查資料之分析。文官制度，11（1），35-71。 陳正昌、林曉芳（2020）。R統計軟體與多變量分析。五南。 黃積聖（2014）。公部門績效指標建構困境與解決之研究。人事月刊，351，9-26。 曾冠球（2015）。激勵公務同仁創新行為的概念分析。人事月刊，362，4-15。 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。 董祥開、楊庭安（2020）。從個人風險特質與組織激勵措施探討公務人員之創新行為—以計畫行為理論為分析架構。空大行政學報，34，1-40。 董祥開（2020）。公務人員風險偏好、服務動機、與決策類型之關係－建立一個勇於任事的政府（台灣政府文官調查第四期，TGBS IV）（公共版）（E10448）【原始數據】。取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。doi:10.6141/TW-SRDA-E10448-2 廖明坤、溫福星、唐美芝（2014）。內外控特質透過組織承諾對公共部門組織公民行為影響之跨層次研究：以轉換型領導風格為調節變數。中山管理評論，22（3），429-468。 蔡昀秦（2017）。探討內控型人格特質、組織創新文化對激勵員工創新行為之影響。科技與人力教育季刊，4（1），29-45 。 Adam, C., Knill, C., & Fernandez-i-Marín, X. 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