公部門非典型人力工作動機與工作績效之關聯性研究－以工作特性為調節變項

為落實政府公務人員額精簡政策以及維持良好的行政運作，我國行政機關逐漸以非典型人力做為彈性人力的因應措施，然而近年各單位在運用非典型人力之名額與比例上是明顯增加，並且為達成公務服務績效化，公部門更加重視非典型人力之工作績效展現。從實務與過去研究發現，被視為激發員工工作績效的關鍵之一，然而適當的工作設計亦是有助於促進員工生產力，故本研究之目的即是希望實證公部門非典型人力工作動機與工作績效之關聯性，並探討公部門之工作特性是否在工作動機與工作績效之間具有調節效果，作為研究與實務應用之參考。為達到以上研究目的，本研究使用「問卷調查法」，以「公部門非典型人力」為調查對象，共收到171份的有效問卷，並採用迴歸分析進行研究假設之驗證，經討論並提出實務建議。本研究實證結果發現：(1)「公部門非典型人力」的工作動機對任務績效有顯著正向影響。(2)「公部門非典型人力」的工作動機對脈絡績效有顯著正向影響。(3)技能多樣性對「公部門非典型人力」的工作動機與任務績效的關係不具有調節效果。(4)工作回饋性對「公部門非典型人力」的工作動機與任務績效的關係不具有調節效果。(5)工作合作性對「公部門非典型人力」的工作動機與任務績效的關係不具有調節效果。(6)技能多樣性對「公部門非典型人力」的工作動機與脈絡績效的關係具有調節效果。(7)工作回饋性對「公部門非典型人力」的工作動機與脈絡績效的關係不具有調節效果。(8)工作合作性對「公部門非典型人力」的工作動機與脈絡績效的關係具有調節效果。

關鍵字

工作動機；工作績效；工作特性；公部門非典型人力

並列摘要

To implement the government's policy of streamlining the number of civil servants and maintain good administrative operations, our country's executive agencies have gradually adopted atypical employment as a response measure for the flexible workforce. However, the number and proportion of atypical employment used by various agencies have increased in recent years. To achieve a better official service performance, the public sector pays more attention to the implementation of atypical employment. From practice and past research, work motivation is regarded as one of the keys to stimulating employees' work performance. However, proper work design is also helpful in promoting employee productivity. Therefore, the study aims to understand atypical employment's work motivations in the public sector. Relevance to work performance, and explore whether the job characteristics of the public sector have a moderating effect between work motivation and work performance, as a reference for research and practical applications. To achieve the above research objectives, this research took atypical employment in the public sector as research sample and the study retrieved 171 valid questionnaires. The collected questionnaire data was sorted out and analyzed using statistical analysis methods such as descriptive statistics and class regression. Finally, the study will reference government agencies and contractors with future management strategies for atypical employment in the public sector. The following findings were obtained:(1)Work motivation had a significantly positive impact on the task performance; (2)Work motivation had a significantly positive impact on the context performance; (3)Skill Variety had no moderating effect on the relationship between work motivation and task performance; (4)Feedback had no moderating effect on the relationship between work motivation and task performance; (5)Dealing with others had no moderating effect on the relationship between work motivation and task performance; (6)Skill Variety had a moderating effect on the relationship between work motivation and context performance; (7)Feedback had no moderating effect on the relationship between work motivation and context performance; (8)Dealing with others had a moderating effect on the relationship between work motivation and context performance.