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    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/81341

    Title: 探索台灣公務人員工作績效之影響因素:能力、 動機、與機會的整合觀點
    Other Titles: Exploring Work Performance of Public Employees in Taiwan: A Compound Perspective of Capacity, Willingness, and Opportunity
    Authors: 張鎧如;陳敦源;簡鈺珒;李仲彬
    Chang, Kaiju;Chen, Don-Yun;Chien, Yu-Chin;Lee, Chung-Pin
    Contributors: 公行系
    Keywords: 工作績效;循證人力資源管理;政府人事管理資料庫;文官問卷調查;能力-動機-機會模型
    Work Performance;Evidence-based HRM;National Public Personnel Dataset;Civil Service Survey;Capacity-Willingness-Opportunity Model
    Date: 2015-12
    Issue Date: 2016-02-19 15:08:39 (UTC+8)
    Abstract: 臺灣民主化後,公部門人力資源管理面對各方要求拿出績效的壓力,公共管理理論與實務界,回應外部需求的策略之一,就是落實「循證人力資源管理」(evidence-based HRM)之精神。本研究以Blumberg與Pringle(1982)提出的理論架構為基礎,從個人能力、動機與機會三大面向出發,探究影響公務人員個人工作績效的因素,透過串聯政府人事管理資料庫的「客觀資料」,以及2013年研究團隊進行的文官調查所蒐集的「主觀資料」,建立量化模型進行分析。本研究的資料處理特色有三:(1)處理並回應過去學界對於量化研究只採單一資料來源進行分析,可能導致同源偏差的疑慮;(2)嘗試以政府人事資料庫所取得的客觀數據,衡量公務人員工作績效這個民眾關注的重要依變數;(3)控制世代來了解同世代公務人員的差異對工作績效可能的影響。主要發現有四:首先,工作績效影響因素多元且跨越個人與組織面向;再者,能力方面,主要影響因素以教育、機關轉換為主,但後者對考績與職等具有反向的影響;接著,動機方面,公共服務動機、家庭犧牲、陞遷滿意度對工作績效都有正向影響;最後,機會方面,中央與地方年資比,對職等的高低有顯著的正面影響。未來,建議學界應在類似的循證研究上,持續開發主客觀資料來研究政府工作績效的相關議題。
    In a democratic polity, political pressure for government effectiveness is inevitable, and Taiwan is no exception. This paper attempts to offer an empirical investigation into a compound perspective of civil service work performance, which is proposed by Blumberg and Pringle (1982). However, such studies are rare in Taiwan, so a triple-aspect explanandum, capacity, willingness and opportunity, is utilized to examine categories of factors that might influence the work performance of public employees. Also, a dataset with both subjective and objective measurements, from the National Public Personnel Dataset (NPPD) of the Examination Yuan and a Civil Service Survey conducted in the fall, 2013, are collected with three focal points. First, there is responding to alleviating the "common-measure bias" in the empirical studies. Second, the "average performance evaluation result" and "current grade" extracted from the NPPD are utilized to be the principle dependent variables. Thirdly, a cohort of 1993 recruits was sampled to control for the cohort effect. Our findings show the followings: (1) work performance of public employees is influenced by both individual and organizational factors; (2) in the aspect of ability, both educational level and mobility are influential. But mobility has an opposite impact on average performance evaluation results and current grade; (3) in the aspect of motivation, public service motivation (PSM), sacrifice of family life, and promotion satisfaction all have positive impacts on the work performance; and (4) in the aspect of opportunity, percentage of total years serviced in the central government has a significantly positive impact on the current grade. Finally, further studies should be carried out to improve data extraction and survey questionnaire to fulfilling the promise of the evidence-based HRM.
    Relation: 東吳政治學報, 33(4), 1-71
    Data Type: article
    Appears in Collections:[公共行政學系] 期刊論文

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