| dc.contributor.advisor | 吳瓊恩 | zh_TW |
| dc.contributor.author (Authors) | 陳建樺 | zh_TW |
| dc.contributor.author (Authors) | Chen, Chien Hua | en_US |
| dc.creator (作者) | 陳建樺 | zh_TW |
| dc.creator (作者) | Chen, Chien Hua | en_US |
| dc.date (日期) | 2006 | en_US |
| dc.date.accessioned | 19-Sep-2009 15:08:16 (UTC+8) | - |
| dc.date.available | 19-Sep-2009 15:08:16 (UTC+8) | - |
| dc.date.issued (上傳時間) | 19-Sep-2009 15:08:16 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0094921054 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/34870 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 行政管理碩士學程 | zh_TW |
| dc.description (描述) | 94921054 | zh_TW |
| dc.description (描述) | 95 | zh_TW |
| dc.description.abstract (摘要) | 臺北市區公所為臺北市政府的派出機關，立於第一線提供市民各項服務，其服務績效之良窳，對於市府的整體績效影響甚大，如何提升區公所溝通績效，進而促進區公所的組織績效，為研究者從事本研究的動機之一。再者，本研究理論架構主要是參考Pandey & Garnett(2006)所提出的「公部門溝通績效模型」。研究者審閱國內相關文獻，目前尚無學者就該理論模型進行全面實證研究，因此研究者乃以臺北市區公所的溝通績效來探討與檢證該模型，此為本研究的動機之二。本研究以臺北市區公所委任以上公務人員為研究對象，除採文獻探討法以建構本研究之架構與研究假設外，並採問卷調查法，內容包括公務人員個人基本資料、機關特性量表與溝通績效量表三部份之問卷為研究工具。以分層隨機抽樣臺北市區公所委任以上公務人員706位，回收有效問卷589份，分別以敘述性統計、t檢定、單因子變異數分析、皮爾森(Pearson)積差相關、多元逐步回歸等統計分析方法，考驗研究假設，回答研究問題，據以提出結論與建議。本研究主要發現如下：一、在機關特性認知方面：臺北市區公所委任以上公務人員大致同意其所屬機關的目標定義明確，其同仁亦普遍重視任務與目標的達成，並且在達成目標的過程中，人員的凝聚力與士氣是重要的；在本機關對外發布消息時，重視依特定程序來進行。二、在溝通績效認知方面：臺北市區公所委任以上公務人員在與同仁間的溝通上常能獲得相當助益，包括產生有效的行動方案與困難的解決，在對外的績效上提供公眾所需的服務及快速回應公眾的要求。三、上述兩者在個人背景變項上的差異分析：男性公務人員對採購官樣文章認知程度較女性公務人員高；隨著年齡的增加，年長者的個人的閱歷較年輕者為豐富，對機關的特性、機關文化的認知也較為深刻；學歷低者對機關的認同感較高；年資較深者對機關的特性、機關文化的認知也較為深刻；薦任公務人員在機關特性及其關懷員工構面的認知程度上高於委任公務人員；主管人員在內部溝通績效的認知上較非主管人員高。四、機關特性對溝通績效的預測力方面：以關懷員工構面最高，顯示公務人員對感受到機關對其關懷的程度越高，則其對溝通績效的認知程度也越高。最後，根據結論提出若干建議供臺北市區公所調整機關特性的策略與方向、提升溝通績效之參考以及後續研究之具體建議。 | zh_TW |
| dc.description.tableofcontents | 謝辭………………………………………………………………… I摘要………………………………………………………………… II目次………………………………………………………………… III圖目錄……………………………………………………………… VI表目錄……………………………………………………………… VII第一章 緒論第一節 研究動機與目的………………………………………… 1第二節 研究方法………………………………………………… 3第三節 研究範圍、研究流程與研究限制……………………… 6第二章 文獻探討第一節 Pandey & Garnett之公部門溝通績效模型…………… 13第二節 公私部門的本質差異…………………………………… 22第三節 組織溝通之理論研究…………………………………… 32第四節 溝通績效之理論研究…………………………………… 39第五節 組織目標之理論研究…………………………………… 41第六節 官樣文章之理論研究…………………………………… 42第七節 組織文化之理論研究…………………………………… 45第八節 組織規模之理論研究…………………………………… 54第三章 研究設計第一節 研究架構與研究變項說明……………………………… 57第二節 研究問題與研究假設…………………………………… 64第三節 問卷設計………………………………………………… 71第四節 前測過程與研究架構、研究假設之修正……………… 73第五節 研究調查過程…………………………………………… 94第四章 資料分析與結果討論第一節 個人基本資料之分析與討論…………………………… 99第二節 機關特性與溝通績效現況分析…………………………102第三節 機關特性認知在個人背景變項上之差異分析…………119第四節 溝通績效認知在個人背景變項上之差異分析…………140第五節 機關特性與溝通績效之關聯性分析……………………148第六節 機關特性對溝通績效之預測力分析……………………155第五章 結論與建議第一節 研究發現…………………………………………………163第二節 研究貢獻及對管理實務的涵義…………………………182第三節 對後續研究之建議………………………………………186參考文獻………………………………………………………………189附錄：本研究所使用之問卷…………………………………………197 | zh_TW |
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| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0094921054 | en_US |
| dc.subject (關鍵詞) | 臺北市區公所 | zh_TW |
| dc.subject (關鍵詞) | 溝通績效 | zh_TW |
| dc.subject (關鍵詞) | 官樣文章 | zh_TW |
| dc.subject (關鍵詞) | 組織文化 | zh_TW |
| dc.title (題名) | 臺北市區公所溝通績效之研究：Pandey & Garnett公部門溝通績效模型之探討與驗證 | zh_TW |
| dc.title (題名) | A Study of Communication Performance in District Offices, Taipei City: An Inquiry and Verification on Pandey & Garnett’s Model of Public Sector Communication Performance | en_US |
| dc.type (資料類型) | thesis | en |
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