- 學位論文
公部門單位離職傾向的影響因素分析：個人動機與態度、個人與組織間角色衝突及組織管理與制度的觀點
The influential factors analysis of unit turnover intention in public sector: the point of personal motivation and attitude, personal and organizational interrole conflict and organizational management and institution
摘要
公務人員經常被外界視為擁有較佳工作保障的職業，也一直被認為與私部門員工相比，普遍有較高的人力流動穩定性以及較低的離職傾向。然而，較低的離職傾向並不意味著公務人員對自身的工作都有很高的「滿意度」或「承諾感」，反之，公部門在獨有的制度保障與工作缺乏的影響下，公務人員離職傾向的界定相比於私部門員工，出現了更細緻的區分方式，其以內部人力流動的「單位離職傾向」為主，而非放棄公務人員身分的「部門離職傾向」。因此，有鑑於公務人員單位離職傾向的程度較高，本研究嘗試運用量化驗證的方式，確實的探討「個人動機與態度」、「個人與組織間角色衝突」以及「組織管理與制度」有關因素對公務人員單位離職傾向的影響強度如何，進而瞭解公務人員單位離職傾向的致因與本質。 本研究利用次級資料分析法進行分析，資料來源為「第五期臺灣文官調查」，該調查以我國現職公務人員為研究對象，共計有效回收897份問卷。在經描述性統計與順序羅吉斯迴歸分析後，結果發現個人動機與態度有關因素對公務人員單位離職傾向的直接影響效果最大，其他兩類有關因素的直接影響效果則較低，其中，公共服務動機、工作耗竭顯著導致公務人員單位離職傾向的提升，而工作滿意度、工作公平性則顯著有助於降低公務人員的單位離職傾向，不過，工作家庭衝突、主管領導效能與績效評量公平度卻對公務人員單位離職傾向無顯著的直接影響效果。 本研究根據結果分析之內容，證實包括工作家庭衝突、主管領導效能、績效評量公平度和單位離職傾向的關係不如假設預期之原因，可能與公部門內制度環境的影響有一定程度的關聯，建議後續研究者在對公部門進行離職傾向方面的研究時，需要同時考量到制度因素的中介或干擾效果。
並列摘要
Public servants are often regarded as occupations, which is better job security than others on the outside world and it has been considered to have higher human mobility stability and lower turnover intention than private-sector employees. However, a low turnover intention does not mean that public servants have a high degree of "satisfaction" or "commitment" to their job. On the contrary, the public sector is affected by the unique institutional security and job scarcity, compared with private-sector employees, the definition of turnover intention about public servants is more detailed. It is based on the "unit turnover intention" of internal human mobility rather than the "department turnover intention" of giving up the status of public servants. Therefore, given that the unit turnover intention of public servants is higher than department turnover intention of public servants, this study attempts to use quantitative research methods to truly explore the factors related to "personal motivation and attitude", "interrole conflict between individual and organization" and "organizational management and institution" how they are the strength of the influence on the unit turnover intention of public servants and then understand the cause and nature of the turnover intention of public servants. This study uses a secondary data analytical method for analysis. The source of the data is the "Taiwan Government Bureaucrats Survey, TGBS V". A total of 897 questionnaires were effectively responses. After descriptive statistics and ordinal logistic regression analysis, it was found that factors related to personal motivation and attitude had the greatest direct effect on the unit turnover intention of public servants, while the other two types of related factors had lower direct effects. Among them, public service motivation and job burnout significantly increase the unit turnover intention of public servants, while job satisfaction and job fairness significantly contribute to reducing the unit turnover intention of public servants. However, work-family conflict, supervisory leadership effectiveness, and fairness of performance appraisal have no significant direct effect on the unit turnover intention of public servants. Based on the analysis of the results, this study confirms that the reasons for the relationship between work-family conflict, supervisor leadership effectiveness, the fairness of performance appraisal and unit turnover intention are not as good as expectance, and they can be a certain degree of impact on the institutional environment in the public sector. This study suggested that follow-up researchers need to consider the mediate or moderate effects of institutional factors when researching on turnover intention in the public sector.