公務人員考績制度居於文官體制的樞紐,不論是獎優汰劣、任用陞遷、晉級敘薪皆與之息息相關。要發揮考績人力運用的功能及激勵肯定的作用,有賴於考績公平考核的落實;然而,現行考績的施行常見未落實績效管理基本精神,至流於形式。本研究旨在探討公務人員對考績公平性認知對其工作投入的影響,再以領導信任作為中介變項進行研究,以臺南市各區公所公務人員為研究對象,採人員發放問卷的方式來進行實證研究。 本研究共發出310份問卷,回收308份,扣除無效問卷2份,有效問卷共306份,問卷回收率為99%。本研究之研究方法包括:敘述性統計分析、信效度及因素分析與迴歸分析等,經由研究分析結果發現: 一、臺南市各區公所公務人員考績公平性認知對領導信任具有顯著正向影響,但是對工作投入僅有部分正向影響。 二、領導信任對工作投入具有顯著正向影響。 三、領導信任對考績公平性認知與工作投入具有部分中介效果。 總而言之,機關若想提升公務人員考績公平性認知對工作投入的強度,透過領導信任將會有所影響。最後,本研究根據研究結果提出建議,供政府機關日後在考績公平性上作參考。
The civil servant system is grounded in the merit evaluation mechanism, including aspects of rewards, promotion and employment. Through fair evaluation, the function of motivation and affirmation may be effective. Nevertheless, current implementation of merit evaluation is rather superficial, and failed to make the management spirit into practice. This research mainly discussed the impact upon devotion from cognition of merit fairness from public servants, and further took trust in leader as intervening variable, to conduct empirical research through questionnaire survey with public servant samples from district offices in Tainan City. 306 out of 310 portion questionnaires recycled are valid with a effective rate of 99%. The results are gained from descriptive statistics, validity and reliability analysis, factor analysis and hierarchical regression: 1. The cognition of merit fairness from samples has significantly positive effect on trust in leader, but only partly positive effect on work devotion. 2. Trust in leader has significantly positive influence on work devotion. 3. Trust in leader has partly intervening effect on cognition of merit fairness and work devotion. To sum up, through the variable of trust in leader may indirectly influence public servant’s work devotion level through cognition on merit fairness. Last, this research proposed recommendation for government entity on merit fairness based on research results.