內在動機對公務人員建言行為的影響-以主管部屬交換關係、心理賦權為調節變項

摘要由於全球化及科技化加速環境變遷，組織需要第一手的訊息以即時提出因應對策。而員工站在第一線可直接觀察到問題並反映，有助於組織適應動態環境。因此員工的意見逐漸受到重視。在公務機關因為固定待遇及升遷途徑，公務人員缺乏外在動機的激勵。因此本研究從內在動機探討公務人員的建言行為，而主管與部屬關係及部屬知覺心理授權的程度，也會影響公務人員建言的內在動機。本研究公務機關編制內員工為研究對象，主要探討內在動機、建言行為、主管部屬交換關係、心理賦權之關聯，以量化方式進行實證研究，共回收226份有效問卷。研究採用描述性統計、相關分析與迴歸分析等分析問卷資料，獲得結論如下：一、內在動機較高的公務人員有較多的建言行為。二、主管部屬交換關係品質較高，則公務人員有較多的建言行為。三、主管部屬交換關係品質高時，會強化成就內在動機對公務人員建言行為的影響。最後根據研究結果，提出管理意涵及未來研究之建議。

關鍵字

內在動機；公務人員；建言行為；主管部屬交換關係；心理賦權

並列摘要

Abstract As globalization and technology make the environment change faster, organizations need the latest information to put forward strategies in real time. Employees at the frontline can directly observe and report problems, which helps the organization adapt to the dynamic changes of the environment. Therefore, the opinions of employees are increasingly valued. In the government, due to the fixed salary and promotion system, employees have less incentives from external motivations. This study explores the government employee’s voice behavior from the intrinsic motivation. Leader-member exchange and employees' perception of psychological empowerment will also affect the internal motivation of government employees to make suggestions. This study takes government employees as the research object. It mainly discuss the relationship between intrinsic motivation, voice behavior, leader-member exchange, and psychological empowerment. This research with a total of 226 valid questionnaires, use quantification to verify the study. It uses descriptive statistics, correlation analysis and regression analysis to analyze questionnaire data. The findings are as follows: 1. Government employees with stronger intrinsic motivation have more voice behaviors. 2. With a good quality in leader-member exchange, the government employees have more voice behaviors. 3. When the quality of Leader-member Exchange is good, it will have a positive impact on the intrinsic motivation and voice behavior of government employees. Finally, based on the research results, put forward management implications and suggestions for future research.