探討公務人員沉默行為的前因以及與留任意願之關係

公部門組織相較於私部門，礙於法規與組織特性，普遍有更明顯的上下層級關係，而這也可能使得許多基層或是新進人員在工作中的意見表達上，因為種種原因而受到阻礙，長久下來，便可能造成公部門組織存在普遍沉默的氛圍，甚而造成這些普遍沉默的員工傾向離開組織，機關難以留住人才。然而綜觀國內外公部門相關研究，關於沉默行為的主題卻是鮮少被提及的，因此本研究則基於Van Dyne等人（2003）所提出之三個多元動機的員工沉默行為，分別是消極不做為的默許性沉默、來自害怕的防衛性沉默與捍衛組織利益的親社會性沉默，並探討公務人員沉默行為之前因，以及對於留任意願的影響。而從過去文獻中可以推敲出，持續性承諾、權力距離傾向以及公共服務動機，可以做為公務員之三個沉默行為的前因。又本研究針對台北市與新北市區公所之線上問卷發放後，總共蒐集了536份有效樣本，經過結構方程模式分析，發現持續性承諾與默許性沉默之間並沒有顯著關係；而反而權利距離對默許性沉默與防衛性沉默有顯著正向關係；公共服務動機則與親社會性沉默則有正向因果關係。而在與留任意願之因果關係探討中，前兩者消極的沉默行為則與其有顯著正向關係；親社會性沉默則為負向顯著關係。關於變數之中介效果討論，防衛性沉默在權力距離傾向與留任意願之關係中扮演不完全中介角色；而親社會性沉默在公共服務動機與留任意願之關係中有完全中介效果。最後，本研究依照以上結果提出管理與學術上的建議，以及本研究之限制。

關鍵字

員工沉默行為；持續性承諾；權力距離傾向；公共服務動機；留任意願

並列摘要

Compared with the private sector, organizations of the public sector generally have a more obvious power relationship between supervisors and subordinates, and it may hinder many grassroots or new recruits from expressing their opinions at work for various reasons. In the long run, it creates a generally silent atmosphere in public sector organizations even causing these silent employees to leave the organization, making it difficult for government agencies to retain talents. However, overviewing the related research in the public sector at home and abroad, the topic of silent behavior is rarely mentioned. Therefore, this study is based on the three multi-motivated employee silence behavior proposed by Van Dyne et al. (2003), namely acquiescence silence from passive inaction, defensive silence derived from fear, and prosocial silence to defend organizational interests, and also discuss the antecedents of civil servants' silent behavior and the influence on their intention to stay. By overviewing the past literature, it can be deduced that continuous commitment, power distance tendencies, and public service motivation may be the antecedents of the three silent behaviors of civil servants. In addition, this study collected a total of 536 valid samples after distributing the online questionnaires to the Taipei City and the New Taipei City District Offices. Through structural equation model analysis, it is found that there is no significant relationship between continuous commitment and acquiescence silence; on the contrary, power distance has a significant positive relationship with acquiescence silence and defensive silence, and public service motivation has a significant positive relationship with prosocial silence. In the discussion of the causal relationship with the intention to stay, two of the negative silence behaviors have a significant positive relationship with it, but prosocial silence has a negative significant relationship with it. Regarding the mediating effect of variables, defensive silence plays an incomplete mediating role in the relationship between the power distance and the intention to stay, while prosocial silence has a complete mediating effect on the relationship between public service motivation and the intention to stay. Finally, this study concludes management and academic recommendations based on the above results, as well as the limitations of the research.