探索臺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

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。

關鍵字

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

並列摘要

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.

並列關鍵字

Work Performance ； Evidence-based HRM ； National Public Personnel Dataset ； Civil Service Survey ； Capacity-Willingness-Opportunity Model

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