| dc.contributor.advisor | 蕭武桐 | zh_TW |
| dc.contributor.author (Authors) | 陳又新 | zh_TW |
| dc.contributor.author (Authors) | Chen, Yio-Shin | en_US |
| dc.creator (作者) | 陳又新 | zh_TW |
| dc.creator (作者) | Chen, Yio-Shin | en_US |
| dc.date (日期) | 2002 | en_US |
| dc.date.accessioned | 19-Sep-2009 15:09:19 (UTC+8) | - |
| dc.date.available | 19-Sep-2009 15:09:19 (UTC+8) | - |
| dc.date.issued (上傳時間) | 19-Sep-2009 15:09:19 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0089921057 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/34782 | - |
| 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) | 89921057 | zh_TW |
| dc.description (描述) | 91 | zh_TW |
| dc.description.abstract (摘要) | 政府採購法於民國88年5月27日施行後，使政府的採購作業走向專業化，其中對採購的組織結構及作業流程產生很大的變化。採購人員除對採購過程之招標、決標、訂約、執行、驗收、付款、保固責任等複雜程序須相當瞭解外，也須對採購的內容、規格、物品等有深刻的認識，才能成為稱職的採購人員。所以，採購人員須長期培養，才能達到各機關期望的效果。但研究結果發現，目前採購人員之流動率頗高，尤其是女性的採購工作者，離職率更居高不下，其主要跟採購組織及工作滿足有相當大的關係，進而影響採購效率。因此本研究希望藉由人的面向去探討政府採購法實施後採購組織對人員之工作滿足及採購效率之影響，並以中央機關、地方機關以及國營事業等之採購人員為研究對象，運用問卷調查、訪談等研究方法進行實證研究，嘗試發覺現行採購組織及人員面臨之問題及可能解決之建議。經實證研究結果，本研究發現如下︰一、女性較不願意或較不適合擔任採購職務。二、採購人員學歷普遍偏高，且男性高於女性、新加入者高於現任者。三、採購人員之離職率頗高。四、採購人員對「採購組織」有正面認同，對「工作滿足」為負面認同，對「採購效率」居中而較無意見。五、「採購組織」與「工作滿足」之間有「中度之正相關」，也就是採購組織的改善，可能增加採購人員的工作滿足。六、「採購組織」與「採購效率」之間有「較低度之正相關」，也就是採購組織的改善，可能提升採購效率。七、「工作滿足」與「採購效率」之間有「中低度之正相關」，也就是工作滿足的提升，亦可能提升採購效率。八、年齡、職務身分、官等等各組別，對「工作滿足」有顯著差異；也就是較高年齡、主管身分及較高官等之採購人員，其工作滿足感較高。九、年齡、職務身分等各組別，對「採購效率」有顯著差異；也就是較高年齡及主管身分之採購人員，認為較能提升「採購效率」。經由研究發現，擬提供幾項看法，作為機關改善採購組織之建議一、採購組織應朝向「多半有機式組織」 改善，除可重視採購工作的專業性質外，組織運作亦可適度由權威式的集權管理加以節制。二、加強採購人員的「工作滿足」因素︰（一）採購人員專業加給之給與，（二）增加升遷項目並對升遷方式提出具體作法。三、加強採購專業人員的在職訓練以提高採購效率。四、建立奬勵制度、工作豐富化以及輪調制度，以降低採購人員流動率。五、女性在採購工作中，應給予較寛廣的發揮空間及升遷機會。關鍵字︰政府採購法、採購人員、採購組織、工作滿足、採購效率 | zh_TW |
| dc.description.abstract (摘要) | Since the Government Procurement Law was administered on May 27, 1999, the procurement transaction has been professionalized, the organizational structure and the implementing process have also been changed dramatically. In addition to the complicated procedures of tendering, award of contracts, administration of contract performance, implementation, inspection and acceptance, paying the account and the responsibility of maintaining a product’s original function, procurement personnel also need to have deep understanding of the content, specification and the product itself, so that they may become competent procurement personnel. Therefore, in order to meet the anticipated effect of all entities, a long time is needed to cultivate procurement personnel. However, a research finds out that procurement personnel change jobs frequently, especially female employees. It is mainly because procurement organization and their job fulfillment, thus, procurement efficiency is (greatly) influenced.Accordingly, the purpose of this study is to find out how procurement personnel’s job fulfillment and procurement efficiency are influences by procurement organization after the Government Procurement Law was administered from the humanity’s perspective. The research is conducted by means of questionnaires, interview on government procurement personnel of central and local government agencies as well as government-owned enterprise. We try to find out problems faced by procurement organization and personnel and suggestions of possible solutions. By means of practical-proved research, we have the following conclusion:1.Females are more unwilling or not suitable for the job of procurement.2.In general, procurement personnel have received relatively high education. Generally speaking, Males higher than female, and new comers higher than incumbent staffs.3.Procurement personnel’s resignation rate is relatively high.4.Procurement personnel have positive recognition on procurement organization; they have negative recognition on job fulfillment; they have no opinion about procurement efficiency.5.Procurement organization is in direct proportion to job fulfillment at an intermediate degree. In other words, the improvement of procurement organization may add the job fulfillment of procurement personnel.6.Procurement organization is in direct proportion to procurement efficiency at a lower degree. In other words, the improvement of procurement organization may promote the procurement efficiency.7.Job fulfillment is in direct proportion to procurement efficiency at a lower-intermediate degree. In other words, the promotion of job fulfillment may also raise the procurement efficiency.8.Different groups in age, official position and official title show significant difference in job fulfillment, that is, procurement personnel will have more job fulfillment if they have higher status, being the chief or senior in age.9.Different groups in age and position in an office show significant difference in procurement efficiency, that is, procurement personnel have more confidence in raising the procurement efficiency if they are older or being the chief in the office.I would like to offer the following viewpoint as the suggestions for entities to improve their procurement organization:1.We can improve the procurement organization towards “Most organic organization”. In addition to paying much attention to the professional quality of procurement, the operation of the organization could appropriately be controlled by means of authoritative management of power concentration.2.Strengthen factors of procurement personnel’s job fulfillment:(1) Offer professional bonus for procurement personnel.(2) Increase promoting items and develops concrete measures for promotion.3.Intensify professional procurement personnel’s training on the job so that the procurement efficiency can be promoted.4.Establish systems such as encourage by rewards, transfer by turns and make the procurement job plentiful. As a result, a lower rate of job changing can be expected from procurement personnel.5.Female procurement personnel should be given more chances to bring their skills into fully play and more opportunities for promotion.Key word: the Government Procurement Law, procurement personnel, procurement organization, job fulfillment, procurement efficiency. | en_US |
| dc.description.tableofcontents | 第一章 緒論………………………………………………………………1 第一節 研究動機與目的………………………………………………1 第二節 研究範圍、流程與架構……………………………………… 4 第三節 研究方法及其限制 ………………………………………… 9 第四節 重要名詞解釋…………………………………………………11第二章 相關文獻探討……………………………………………………14 第一節 組織設計理論…………………………………………………14 第二節 部門(採購組織)設計…………………………………………38 第三節 工作滿足 ………………………………………………………43 第四節 組織效率………………………………………………………47第三章 政府採購組織分析………………………………………………51 第一節 政府採購法實施前之採購組織……………………………52 第二節 政府採購法制訂過程之採購組織…………………………56第四章 研究設計 ……………………………………………………70 第一節 研究假設……………………………………………………70 第二節 研究問卷設計………………………………………………72 第三節 訪談內容設計………………………………………………95第五章 調查結果分析…………………………………………………97 第一節 樣本特性分析………………………………………………97 第二節 描述統計及相關分析………………………………………116 第三節 獨立樣本Ｔ檢定與變異數分析……………………………123 第四節 問卷結果分析………………………………………………136 第五節 訪談結果與分析……………………………………………143第六章 結論……………………………………………………………154 第一節 研究發現 ……………………………………………………154 第二節 研究建議……………………………………………………159參考文獻…………………………………………………………………167附錄一 問卷……………………………………………………………173附錄二 訪談題目………………………………………………………177 | zh_TW |
| dc.format.extent | 17732 bytes | - |
| dc.format.extent | 155817 bytes | - |
| dc.format.extent | 102103 bytes | - |
| dc.format.extent | 190984 bytes | - |
| dc.format.extent | 516942 bytes | - |
| dc.format.extent | 125684 bytes | - |
| dc.format.extent | 210858 bytes | - |
| dc.format.extent | 304853 bytes | - |
| dc.format.extent | 151736 bytes | - |
| dc.format.extent | 394651 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.format.mimetype | application/pdf | - |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0089921057 | en_US |
| dc.subject (關鍵詞) | 政府採購法 | zh_TW |
| dc.subject (關鍵詞) | 採購人員 | zh_TW |
| dc.subject (關鍵詞) | 採購組織 | zh_TW |
| dc.subject (關鍵詞) | 工作滿足 | zh_TW |
| dc.subject (關鍵詞) | 採購效率 | zh_TW |
| dc.title (題名) | 採購組織對採購人員工作滿足及採購效率之研究 | zh_TW |
| dc.type (資料類型) | thesis | en |
| dc.relation.reference (參考文獻) | 一、中文部分 | zh_TW |
| dc.relation.reference (參考文獻) | 朱經明1994 教育統計學，台北：五南。 | zh_TW |
| dc.relation.reference (參考文獻) | 余明寧1995 心理與教育統計學，台北：三民。 | zh_TW |
| dc.relation.reference (參考文獻) | 吳定、張潤書、陳德禹、賴維堯1996 行政學(一)修訂三版，台北：國立空中大學。 | zh_TW |
| dc.relation.reference (參考文獻) | 吳明隆1999 SPSS統計應用實務，台北︰松崗。 | zh_TW |
| dc.relation.reference (參考文獻) | 吳瓊恩2001 行政學，台北：三民。 | zh_TW |
| dc.relation.reference (參考文獻) | 李芳美2000 人力資源發展人員專業能力及專業表現之研究，嘉義：中正大學成人及繼續敎育研究所碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 李豐光2001 採購人員教育訓練需求評估及實證調查，台北：東吳大學企業管理學系碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 沈正倫2001 不同策略群組特性下工作組織與組織績效之關聯性研究，台中：靜宜大學企業管理學系碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 邱皓政2001 量化研究與統計分析，台北：五南。 | zh_TW |
| dc.relation.reference (參考文獻) | 孫本初2001 公共管理，台北︰智勝。 | zh_TW |
| dc.relation.reference (參考文獻) | 張素貞2002 高雄市國民中小學專任行政人員工作滿足與學習需求之關係研究，高雄：高雄師範大學成人教育研究所文教行政班碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 張潤書1998 行政學，台北︰三民。 | zh_TW |
| dc.relation.reference (參考文獻) | 陳家聲等2001 採購專業人員管理制度委託研究，台北：行政院公共工程委員會。 | zh_TW |
| dc.relation.reference (參考文獻) | 陳靜怡2000 組織行為，台北：台灣西書。 | zh_TW |
| dc.relation.reference (參考文獻) | 彭安麗1997 後官僚體制組織結構的改變，台中：東海大學公共行政研究所碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 黃俊英、林震岩1994 SAS精析與實例，台北：華泰。 | zh_TW |
| dc.relation.reference (參考文獻) | 黃禎元1997 政治研究方法與統計：spss for window的實例操作，台北︰五南。 | zh_TW |
| dc.relation.reference (參考文獻) | 詹靜芬1995 「專業職位—行政職位」之關係與組織結構設計」，行政學報，第二十六期，12月，頁109~132。 | zh_TW |
| dc.relation.reference (參考文獻) | 廖炳雄2002 採購法實施對採購人員運作影響之研究，台中：東海大學公共事務碩士學程在職專班碩士論文。 | zh_TW |
| dc.relation.reference (參考文獻) | 趙碧華、楊孝濚1993 「假設檢定」社會統計學，台北：黎明。 | zh_TW |
| dc.relation.reference (參考文獻) | 盧盛忠等1997 組織行為學—理論與實務，台北：五南。 | zh_TW |
| dc.relation.reference (參考文獻) | 蕭武桐2001 公務倫理，台北：智勝。 | zh_TW |
| dc.relation.reference (參考文獻) | 羅昌發1999 政府採購法與政府採購協定論析，台北：元照。 | zh_TW |
| dc.relation.reference (參考文獻) | 二、外文部分 | zh_TW |
| dc.relation.reference (參考文獻) | Alderfer, C. P.1969 “An Emperical Test of A New Theory of Human Needs,” Organizational Behavior and Human Performance, Vol. 4, No. 1. | zh_TW |
| dc.relation.reference (參考文獻) | Child, J.1984 Organization, New York: Harper & Row. | zh_TW |
| dc.relation.reference (參考文獻) | Daft, R. L.2001 Organization Theory and Design, 7th ed., Minnesota: West Publishing. | zh_TW |
| dc.relation.reference (參考文獻) | Dessler, G.2000 Management：Leading People and Organizations in the 21st century, NJ: Prentice-Hall. | zh_TW |
| dc.relation.reference (參考文獻) | Good-hue, D. L. & Thompson, R. L. 1995 “Task-Technology Fit and Individual Performance,” MIS Quarterly, June, pp.213-236. | zh_TW |
| dc.relation.reference (參考文獻) | Herzberg, F.1966 Work and the Nature of Man, Ohio: The World Publishing. | zh_TW |
| dc.relation.reference (參考文獻) | Jones, G. R.2001 Organizational Theory: Text and Cases, 3rd ed., Texas: Pearson Education. | zh_TW |
| dc.relation.reference (參考文獻) | Kast, F. E. & Rosenzweig, J. E.1985 Organization and Management, 4th ed., New York: McGraw-Hill. | zh_TW |
| dc.relation.reference (參考文獻) | Mahler, J. and Nicholson, J. B.1989 Organization Theory: A Public Perspective, CA: Brooks/Cole Publishing. | zh_TW |
| dc.relation.reference (參考文獻) | Maslow, A. H.1943 “A Theory of Human Motivation,” Psychological Review, July, pp. 319-339. | zh_TW |
| dc.relation.reference (參考文獻) | McClelland, D. C. and Burnham, D.1976 “Power is the Great Motivator,” Harvard Business Review, March/April, pp. 100-110. | zh_TW |
| dc.relation.reference (參考文獻) | Mintzberg, H.1981 The Structure of Organization：A Synthesis of the Research, NJ: Prentice-Hall. | zh_TW |
| dc.relation.reference (參考文獻) | Nelson, D. L. & Quick, J. C. 2000 Organizational Behavior—Foundations, Realities, & Challenges, 3rd ed., CA: South-Western College Publishing. | zh_TW |
| dc.relation.reference (參考文獻) | Ouchi, W. G.1981 Theory Z: how American business can meet the Japanese challenge, MA: Addison-Wesley Publishing Company. | zh_TW |
| dc.relation.reference (參考文獻) | Porter, M. E.1986 Competitive Advantage: Creating and Sustaining Superior Performance, New York: Free Press. | zh_TW |
| dc.relation.reference (參考文獻) | Rainey, H. G.1997 Understanding and Managing Public Organization, San Francisco: Jossey-Bass. | zh_TW |
| dc.relation.reference (參考文獻) | Rosenbloom, D. H.1993 Public Administration: Understanding Management, Politics, and Law in the Public Sector, 3rd ed., NJ: Prentice-Hall. | zh_TW |
| dc.relation.reference (參考文獻) | Schein, E. H. 1985 Organizational Culture and Leadership: A Dynamic View, San Francisco: Jossey-Bass. | zh_TW |
| dc.relation.reference (參考文獻) | Victor, B. and Cullen, J. B.1998 “The Organizational Bases of Ethical Work Climates,” Administrative Science Quarterly, vol. 33, pp.101-125. | zh_TW |
| dc.relation.reference (參考文獻) | Weimer, D. L. and Vining, A. R.1999 Policy Analysis: Concepts and Practice, 3 rd ed., NJ: Prentice-Hall. | zh_TW |
| dc.relation.reference (參考文獻) | 三、網站部分 | zh_TW |
| dc.relation.reference (參考文獻) | 中國石油組織系統圖2003 http://www.cpc.com.tw/aboutcpc/orgchart.htm | zh_TW |
| dc.relation.reference (參考文獻) | 台北市政府教育局2003 http://www.edunet.taipei.gov.tw | zh_TW |
| dc.relation.reference (參考文獻) | 台灣電力有限公司組織系統圖2003 http://www.taipower.com.tw/1.htm | zh_TW |
| dc.relation.reference (參考文獻) | 立法院國會圖書館2003 http://npl.ly.gov.tw/index.html | zh_TW |
| dc.relation.reference (參考文獻) | 國防部採購局沿革簡史2003 http://www.mnd.gov.tw/pb/PB_INTRODUCTION.HTM | zh_TW |
