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    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。
    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

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