以層級分析法探討影響公務人員離職意願之因素

公職是穩定性較高的工作，尤其在全球經濟不景氣的年代，要進入公職這道窄門，的確不是一件容易的事。惟近年政府組織進行裁併縮編等功能再造，各行政部門公務人員在時代環境的變遷下，都面臨了強烈競爭，工作壓力已不可同日而語。本研究探討職場工作壓力及工作環境因素會如何影響公務人員的離職意願，採用層級分析法（AHP）進行相關因素的重要性評估，研究首先利用文獻探討探究相關影響因素，共彙整出四大構面及十二個評估準則以建構層級分析樹，研究樣本則區分成「職務未調動」及「職務輪調」人員兩大群進行分析。AHP研究結果顯示，兩組樣本的資料分析結果有明顯差異，職務未調動人員最重要的因素依序是個人因素、工作量公平性及工作滿意度；職務輪調人員最重視的因素依序則是社會價值、主管肯定、溝通因素。本研究的研究結論可提供公部門及政策決策者後續進行部門管理時參考。

關鍵字

工作壓力；工作滿意度；離職傾向；層級分析法

並列摘要

Working in public sectors is a relatively stable job, especially in the era of global economic downturn, it is indeed not an easy task to get a job as a civil servant. However, in recent years, the Taiwan government has carried out functional reconstructions such as downsizing. Under the changing circumstance, civil servants in various departments have faced intense competition and high work pressures. This study explores how work pressure and environmental factors affect the willingness of civil servants to resign. We adopt Analytic Hierarchy Process (AHP) to evaluate the importance of related factors. We reviewed the literature to explore relevant influencing factors and assembled four constructs and twelve evaluation criteria to develop a hierarchical analysis tree. The research samples are divided into two groups of "job untransferred" and "job rotation" personnel for analysis. The results of AHP analysis show that the results of the two samples are significantly different. The most critical factors for civil servants who have not been transferred are personal factors, workload fairness, and job satisfaction in order. On the other hand, the most important factors are social value, supervisor affirmation, and communication in the job rotation personnel group. The research conclusions can provide a reference for the public sector and policymakers in the follow-up personnel management.