2018年公務人員年金改革對我國文官態度之影響

2017年6月《公務人員退休資遣撫卹法》修訂三讀通過，針對年金制度進行大幅度變革，對於當前文官人事制度造成衝擊及深遠影響。本文針對常任文官對制度改革之意見進行調查，探討年金制度變革對於文官態度之影響。本研究抽樣調查9,018位公務人員，研究發現整體而言4成左右受訪者表示在年金改革後有離職的念頭，技術類科、男性及年齡介於30至39歲之間的公務人員有較高之離職意向，但也有8成以上常任文官對於政府年金改革相關措施之制度成效具有一定程度之信任；官等、年資及年齡較高者，對服公職所賦予利他價值觀較顯著，且公共服務動機隨著官等（年資及年齡）提高而強化。透過Logistic迴歸模型確認制度信任及工作價值觀能有效預測公務人員的離職意向，對年金改革制度信任度較高、對工作賦予利他價值者，離職意向較低。本文建議應透過實質及精神上的激勵機制，包括檢討公務人員考績評核項目及方式及運用多元的激勵方法，增強公務人員對工作價值及信任，降低其離職意向。

關鍵字

年金制度改革；離職意向；制度信任；工作價值觀；公共服務動機

並列摘要

While The Public Servant Retirement and Pension Act promulgated in 2017, substantial changes were made with great impacts on the civil service personnel system. This paper investigates the opinions of the permanent civil servants on the pension reform and explores the impacts of the pension system reform on the attitude of the civil servants. This study conducted a sample survey of 9,018 civil servants and found that 42% of the respondents expressed their intention to turnover after the pension reform. Technocrats, male civil servants, and those aged between 30 and 39 have higher turnover rates. However, more than 80% of the civil servants have a certain degree of trust in the institutional effectiveness of the measures related to the pension reform. Civil servants with higher official ranks, with seniority and the aged have more significant altruistic values to serve in public office, and the public service motivation for public service is strengthened with the increase of official rank (seniority and age). The logistic regression model confirms that institutional trust and work values can effectively predict the turnover intention of civil servants. Those who have higher trust in the pension reform system and give altruistic value to work have lower turnover intentions. This study suggests that the value and trust of public servants should be enhanced to reduce their intentions to leave through the use of multiple substantive and spiritual incentive mechanisms.