年金改革下不同官職等公務人員之退休意向、工作士氣衝擊及公共服務動機關係之研究

在2017年年金改革後，使現職人員面臨退休年齡延後、退休金減少、提高提撥率等諸多不利因素。因此本研究希冀藉由量化方式分析年金改革後，現職公務人員之退休意向為何，以驗證年金改革政策是否已具初步成效。此外，更聚焦於年金改革措施，對現職人員所帶來工作士氣之衝擊程度，以及公共服務動機能否在這樣的衝擊中，扮演緩解的角色。本研究利用次級資料分析法進行分析，所使用資料為考試院「公務人力高齡化的培訓策略」之委託研究，共回收7,451份問卷，經篩選適合本研究之樣本後，最終使用4,830份問卷。經分析結果顯示，第一，於年金改革後，在職人員內心期望退休平均年齡平均延後4.55歲，顯見退休年齡未來將會出現逐年上升之趨勢，在進一步將官職等納入分析，發現官職等不同對退休意向之影響有顯著差異。第二，年金改革主要的兩個措施「延後退休」及「減少退休金」，整體而言公務人員主觀認為會降低其工作士氣，而「官職等」及「退休意向」分別對工作士氣衝擊之影響，達顯著差異。第三，退休意向在官職等與工作士氣衝擊間，在部分條件下具有部分中介效果。第四，當退休意向以年金改革後預訂退休年齡衡量，公共服務動機可以緩解因延後退休，而造成工作士氣下降之情形。本研究依據上述研究結果進行討論，並提出實務上建議，以作為研修相關制度之參考。

關鍵字

年金改革；退休意向；工作士氣衝擊；公共服務動機

並列摘要

After the pension reform in 2017, incumbent public servants have faced many unfavorable factors, such as delayed retirement age, reduced pensions, and increased fund contribution rate. Therefore, this study hopes to analyze the retirement intention of incumbent public servants after the pension reform through quantitative research method, to verify whether the reform policy has achieved initial results. More importantly, the impacts of pension reform measures on the morale of incumbents were examined, along with whether public service motivations can play a role in mitigating such impacts. This study uses the secondary data analytical method for analysis, drawing from "Training Strategies for Aging of the public workforce," from the Examination Yuan. A total of 7,451 questionnaires were collected. After selecting samples suitable for this study, 4,830 questionnaires were utilized. The analysis results suggest that, first, after the pension reform, incumbents expect that the average retirement age will be delayed by an average of 4.55 years, and will increase year by year in the future. Further, after including the ranks in the analysis, a difference in ranks wrer found to also impact pension reform. Second, the two main measures of pension reform are "delayed retirement" and "reduced pension." As a whole, civil service subjectively believe that their morale will be lowered, while including that the ranks and retirement intention have a further impact on morale, which has reached a significant difference. Third, retirement intention has a partial intermediary effect between the impact of ranks and job morale under certain conditions. Fourth, when the retirement intention is measured by the estimated retirement age after the pension reform, public service motivation can alleviate the impacts of the lowered morale due to delayed retirement. This research is based on the results above to discuss and put forward practical suggestions as a reference for the reform of the related regulations.