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| 題名: | 以JD-R模型探討公務人員工作倦怠之影響因素：公共服務動機作為調節變項
Exploring the Determinants of Job Burnout among Civil Servants through the JD-R Model: Using Public Service Motivation as a Moderator |
| 作者: | 許薺云
Hsu, Ci-Yun |
| 貢獻者: | 董祥開
Dong, Hsiang-Kai
許薺云
Hsu, Ci-Yun |
| 關鍵詞: | 公部門
公務人員
工作倦怠
公共服務動機
工作要求－資源模型
Public sector
Civil servants
Job burnout
Public service motivation
Job demands–resources model |
| 日期: | 2025 |
| 上傳時間: | 2025-11-03 14:43:01 (UTC+8) |
| 摘要: | 於公務人員離職人數持續上升，國家考試報考人數逐年減少的趨勢下，持續任職之文官成為公部門人力資源分配失衡之「隱形受災戶」，為了有效地協助政府執行政策，滿足民眾的需求，公務人員往往出現實際加班時數多於上報加班時數之情形，長期工作壓力下可能引發「倦怠綜合症」。為能解決當今公務人員工作倦怠之問題，本研究以 「工作要求－資源模型（Job Demands–Resources Model, JD-R）」為理論基礎，將工作倦怠分為耗竭與憤世嫉俗、缺乏專業效能兩構面，探討三種影響過程：一、工作要求（工作負荷）對工作倦怠及其次構面之影響；二、工作資源（有效領導、考績公平、工作自主性）對工作倦怠及其次構面之影響；三、公共服務動機於工作要求與工作倦怠及其次構面、工作資源與工作倦怠及其次構面之調節效果。
本研究對象為服務於行政機關之常任文官，使用「台灣政府文官調查第五期第二波調查（TGBS V-II）」之763份有效問卷進行分析，結果發現：一、工作負荷正向影響工作倦怠；二、有效領導、考績公平、工作自主性負向影響工作倦怠；三、公共服務動機負向調節工作負荷對缺乏專業效能之正向影響；四、公共服務動機正向調節有效領導對工作倦怠、耗竭與憤世嫉俗之負向影響。為避免工作倦怠對個人或組織所產生之負面結果，公部門應結合人工智慧（AI）提升組織效率、加強考績考評程序與考評結果之公平性、建立主管部屬互評機制以及時緩解公務人員工作倦怠的感受。
Amid the rising number of civil servants leaving their posts and the continual decline in the number of applicants for national examinations, those who remain in service have become the “invisible victims” of the imbalance in public sector human resource allocation. In order to effectively assist the government in policy implementation and meet public needs, civil servants often work overtime hours that exceed the number officially reported. Under prolonged work pressure, this may lead to the onset of burnout syndrome.
To address the current problem of civil servant burnout, this study adopts the Job Demands–Resources (JD-R) Model as its theoretical foundation. Burnout is conceptualized in two dimensions: exhaustion and cynicism, and inefficacy. The study investigates three processes: (1) the impact of job demands (workload) on burnout and its sub-dimensions; (2) the impact of job resources (effective leadership, performance appraisal fairness, and job autonomy) on burnout and its sub-dimensions; and (3) the moderating effects of public service motivation on the relationships between job demands and burnout and its sub-dimensions, as well as between job resources and burnout and its sub-dimensions.
The research subjects are tenured civil servants working in administrative agencies. Using 763 valid responses from the “Taiwan Government Bureaucrats Survey, Phase V, Wave II (TGBS V-II),” the findings reveal: (1) workload positively affects burnout; (2) effective leadership, performance appraisal fairness, and job autonomy negatively affect burnout; (3) public service motivation negatively moderates the positive relationship between workload and inefficacy; and (4) public service motivation positively moderates the negative relationships of effective leadership with burnout, exhaustion, and cynicism.
To prevent the negative consequences of job burnout on individuals and organizations, the public sector should integrate artificial intelligence (AI) to enhance organizational efficiency, strengthen the fairness of performance appraisal processes and results, and establish a mutual evaluation mechanism between supervisors and subordinates to alleviate civil servants’ feelings of burnout in a timely manner. |
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| 描述: | 碩士
國立政治大學
公共行政學系
112256011 |
| 資料來源: | http://thesis.lib.nccu.edu.tw/record/#G0112256011 |
| 資料類型: | thesis |
| 顯示於類別: | [公共行政學系] 學位論文
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