English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 109950/140896 (78%)
Visitors : 46165336      Online Users : 693
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/142820


    Title: 公務人力高齡化現象下的世代差異及其影響
    Authors: 董祥開;陳敦源;王光旭;王婷虹;詹慶恩
    Dong, Hsiang-kai;Chen, Don-yun;Wang, Guang-xu;Wang, Ting-hung;Chan, Ching-en
    Contributors: 公行系
    Keywords: 世代差異;職場三代同堂;公部門人力資源管理;公部門高齡化
    Generation gap;Three generations under the same roof;Human resource management in the public sector;Aging in civil service
    Date: 2022-05
    Issue Date: 2022-12-27 09:29:11 (UTC+8)
    Abstract: 一個人出生之背景年代,或多或少都會影響其對於事物的看法與觀點,職場中如何處理「世代差異」的問題,始終都是管理者必須面對的重要課題。在2015年以前,我國公務人員的平均年齡一直維持在43歲左右、初任公務人員年齡則約為27歲上下,而平均退休年齡也均未超過56歲。然而,從2015年後,因年金改革的規劃已逐漸浮現,平均退休年齡呈現逐年緩步上揚的趨勢;而自2018年中,年金改革已確定實施,平均退休年齡隨即出現明顯的升高。據推估,到2031年時,公務人員的平均退休年齡將會比現在增加約7至8歲。也因此,未來公部門中三代同堂的問題將日趨明顯;在我國文化仍相當重視長、幼、尊、卑的情況下,未來是否會因此造成公部門管理或溝通上的問題,值得關注。
    本研究採取「分層隨機抽樣」方式,針對9,000位公務人員進行問卷調查,調查進行之時間為2019年9月至2019年10月,共回收8,243份問卷,占總樣本數之91.59%,其中完整填答之成功樣本共7,549筆,占總樣本數之83.88%。研究結果發現,年改對年輕公務人員的工作士氣及熱忱影響較大,但中世代及資深世代對升遷減緩的感受較深。再者,不同世代間存有明顯的價值觀差異,年輕公務人員對於組織溝通是否順暢一事的認同度普遍較低,也會認為其主管會因為每個人的年齡不同來分配不同的工作,同時認為主管會有叫不動資深部屬的問題。最後,青世代及中世代認為職務輪調對其有實質且正面的幫助、且更看重與職涯發展有關的訓練及課程,而資深公務人員除與職涯有關的課程外,對於退休規畫及養生課程也有相當的需求。本研究根據上述發現提出相關管理及政策建議。
    Discrepancy in opinion exists among different generations. It is always a challenge for managers to deal with the “generation gaps” in the workplace. Before 2015, the average age of our civil servants was around 43 years old, that of the newly recruited about 27, and the average retirement age was never over 56. However, since the discussion and planning of pension reform started in 2015, the average retirement age has gradually increased. At the time that the pension reform was actually implemented in 2018, the average retirement age showed a significant increase to over 57. By 2031, it is estimated that the retirement age of our civil servants will increase by 7 to 8 years. As a result, the issue of “three generations under the same roof” will be much more critical. Given the respect for seniority in our culture, whether such a phenomenon leads to managerial or communication problems in the public sector is worth studying.
    This research used stratified random sampling to conduct a survey on 9,000 civil servants between September and October of 2019. We received 8,243 responses. Among those, 7,549 responses were complete, resulting in a valid response rate of 83.88%. Results of our analyses showed that the pension reform had much greater impacts on work morale and enthusiasm for the younger generation, while it had greater impacts on the feeling about slower promotion for the middle and senior generations. In addition, younger civil servants not only indicated that their communication with the senior civil servants was not smooth, but also noticed that their supervisors tend to allocate work based on subordinates’ age. More problematic, young supervisors sometimes may not effectively manage or control their senior subordinates. Also, we found that young and middle-aged civil servants regarded job rotation as a useful work setting, and they in general valued courses related to career development more than other courses. However, senior civil servants cared more about courses related to their career, health, and retirement plans. Managerial and policy recommendations were also discussed in this paper.
    Relation: 文官制度, Vol.14, No.1, pp.25-63
    Data Type: article
    Appears in Collections:[公共行政學系] 期刊論文

    Files in This Item:

    File Description SizeFormat
    index.html0KbHTML2139View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback