- 學位論文
恥感與環保人員違反風紀傾向之關係
Shaming and Deviant Response Tendency among Staff in a Local Government Environment Agency
摘要
本研究以環保公務人員為例，意圖探討我國社會的恥感文化，與公務員違反風紀傾向之關係。本文認為我國社會的恥感，係由儒家文化中群體意識與面子作用所構成，故以該二變項作為恥感之次構面；此外，本研究之違反風紀傾向，係依據曾涉及刑事不法與違反公務員倫理行為之實務案例，輔以研究者任職經驗，設計之情境問題，測量環保人員自陳對違反風紀行為之認知。 本文選定臺灣地區某地方環保機關之公務人員進行普查，總共發放問卷計204份，回收201份，有效問卷為197份，有效回收率為96.57％。 研究資料經過分析過後，共有五項重要發現：一、愈重視面子作用之環保人員，違反風紀傾向愈低。二、愈重視群體意識之環保人員，違反風紀傾向愈高。三、以面子作用與群體意識所組成的恥感高低，與環保人員違法風紀傾向無關。四、環保人員違反風紀傾向受到群體不良影響更大於面子抑制作用。五、環保人員中以男性、30歲以下、未婚、無子女、年資在3年以下等違反風紀傾向較高。 本文根據研究結果，提出三項建議：一、工作倫理教育應優先針對過度重視群體意識較高之環保人員加強實施。二、強化外在控制力量，可以增加環保人員恥感，減少違反風紀傾向。三、定期調整團隊成員，或可破除機關及群體內之偏差次文化。
並列摘要
With staff in a local government environment agency as case example, the study attempts to investigate the relationship between the shaming culture and deviance tendency among civil servants. This thesis argues that societal shaming is composed of both a sense of “face” and of collectivism derived from the Confucian culture - these two variables are the sub-dimensions of the shaming measure. In addition, the study measured the cognitive response to regulation/ethic/law violation behaviors as “deviance tendency”. Scenarios of this deviance tendency were designed based on previous civil servant cases and the researcher's work experience, given via statements. The study sampled 204 civil servants in a selected local environmental authority; 201 returned, 197 valid questionnaires. The effective response rate is 96.57%. The main findings are: 1) the samples who put high value on keeping face in front of family and friend networks show a lower tendency to deviance; 2) the samples who value stronger sense of collectivism show a higher tendency to deviance; 3) the degree of shaming (composed of face value and collectivism) does not correlate with deviance ; 4) deviance is more affected by the negative collectivism influence than the inhibitory effect of face value’ and 5) among all environmental officials, males, those under the age of 30, unmarried, childless and less than 3 years seniority show higher tendency to regulation/ethic/law violation. Three recommendations are made in the final section of this thesis. First of all, public servant ethic education shall preferentially be given to those who showed a higher tendency to deviance. Secondly, the strengthened external control (in relation to the high behavioral control from face culture) can improve personal shaming and lower the tendency of regulation/ethic violation. Finally, periodic rotation of team members may change their deviant organization subcultures and reduce the collective pressure of regulation/ethic violation tendency.