本研究旨在研究公務人員對年金改革的公平認知、工作滿意及組織承諾間關係,藉以瞭解年金改革公平的認知是否影響公務人員工作滿意程度,進而影響對組織的承諾。本研究以內政部及臺中市政府現職公務人員為研究對象,採便利抽樣的方式進行,共發放726份問卷,回收675份,扣除51份無效問卷後,有效樣本計624份,有效回收率為93%、運用SPSS 18進行後續資料分析。 實證結果顯示公務人員對年金改革公平認知對工作滿意、工作滿意對組織承諾以及公平認知對組織承諾均具有正向相關。此外,內在工作滿意度、外在工作滿意度、程序公平、年齡、年資及機關別是影響公務人員對組織承諾的重要因素,其中以內在與外在工作滿意度最重要。
This study aims to investigate the relationship among perceived fairness of pension reform, job satisfaction, and organizational commitment on public servants, to understand whether perceived fairness of pension reform affects the public servants’ job satisfaction and then affects organizational commitment. Participants were public servants from the Ministry of the Interior and Taichung City Government based which were surveyed by convenience sampling. A total of 726 questionnaires were distributed. Of these, 675 were returned, 51 of returned were invalid samples, and 624 were valid to be the sample of the research. Yield rate was 93%. Data were analyzed by using SSPS 18. Results indicate that perceived fairness of pension reform, job satisfaction, and organizational commitment on public servants had positive relationships each other. Besides, the important factors which affect organizational commitment on public servants are intrinsic satisfaction, extrinsic satisfaction, procedural justice, age, years of service, and different administration. Among these, intrinsic satisfaction and extrinsic satisfaction are the most essential.