交通行政人員工作壓力之研究

本研究之主要目的為探討交通行政人員之工作壓力及工作壓力反應 (工作滿意、工作績效、離職傾向) 間之關係，研究中分別以航管員及台中交通局員工兩案例，利用結構方程模式建構完整的工作壓力模式，並將人格特質、工作特性及社會經濟特性做為干擾變數，以探討交通行政人員是否因干擾變數產生不同影響效果。由整體結構關係分析發現，航管員之工作壓力會直接影響離職傾向、工作績效及工作滿意，且工作壓力亦會透過工作滿意間接影響離職傾向，因此工作滿意之中介效果成立，另外工作滿意會直接正向影響工作績效；而交通局員工之工作壓力會直接離職傾向及工作滿意，但並不會透過工作滿意或工作績效間接影響離職傾向，另外工作滿意亦會直接正向影響工作績效。此外，干擾效果驗證結果發現，航管員人格特質之干擾效果存在於工作壓力對工作績效、離職傾向及工作滿意間的關係，而性別及薪資則是會干擾工作壓力對離職傾向之關係，另外婚姻狀況會干擾工作滿意及離職傾向間的關係，最後為服務單位之干擾效果存在於工作壓力對工作績效之影響關係；而交通局員工之人格特質、工作特性及社會經濟特性之干擾效果皆未成立。總結果發現，本研究之交通行政人員兩案例之工作壓力皆會影響工作滿意及離職傾向，且工作滿意會影響工作績效。

關鍵字

交通行政人員；工作壓力；工作滿意；工作績效；離職傾向；人格特質；工作特性

並列摘要

In this study, the relationships among job stress, turnover intentions, job satisfaction, and job performance of transportation department employees were investigated, study were two cases of the air traffic controllers (ATCs) and the employees of transportation bureau. In addition to using a structural equation model (SEM) to construct a complete job stress model, the study used personality traits, job characteristics, and socio-economic characteristics as moderators to understand whether these factors interfered and affected the turnover intentions of the transportation department employees. Analysis of the overall structural relationships showed that the job stress of ATCs is directly affect turnover intentions, job performance and job satisfaction, and turnover intention is also influenced by job stress indirectly through job satisfaction. Furthermore, job satisfaction is direct positive affect job performance. Job stress of employees of the transportation bureau is directly affect turnover intentions and job satisfaction, but job stress did not affect turnover intentions through job performance or job satisfaction. In addition, a positive correlation between job satisfaction and job performance was found. The results related to the moderators showed that different personality traits of ATCs have different effects on job stress → turnover intention, job performance and job satisfaction; gender and monthly income only has effects on job stress → turnover intention; and marital status exerted an effect on job satisfaction → turnover; and service units exerted an effect on job stress →job performance. Furthermore, no personality traits, job characteristics, or even socio-economic characteristics of employees of transportation bureau had an interference effect. Finally results, the two cases of the job stress of transportation department employee is directly affect turnover intentions and job satisfaction, and job satisfaction is positively affect job performance.

並列關鍵字

transportation department employee ； job stress ； job satisfaction ； job performance ； turnover intention ； personality trait ； job characteristics

參考文獻

Google Scholar

1.中華民國交通局 (民100)。民國99年度交通年鑑。民101年4月5日，取自：http://www.motc.gov.tw/ch/home.jsp?id=21&parentpath=0,7&mcustomize=yearbook_zip_list.jsp&yearid=3735&dataserno=99&aplistdn=ou=data,ou=motcyear,ou=ap_root,o=motc,c=tw&toolsflag=Y&imgfolder=img/standard。

Google Scholar

2.交通部統計處 (民101)。100年度交通施政結果。民101年4月3日，取自：http://www.motc.gov.tw/ch/home.jsp?id=53&parentpath=0,6&mcustomize=statistmessage_view.jsp&dataserno=201203190001&aplistdn=ou=bulletin,ou=statistics,ou=ap_root,o=motc,c=tw&toolsflag=Y&imgfolder=img/standard。