本研究旨在研究公務員工作滿意度、年金改革公平認知、工作動機及工作績效間之關係,故本研究採用問卷調查的方式進行研究,研究對象為任職於南部某市公家機關的現職公務員,並透過便利抽樣的方式在南部某市隨機選擇抽樣對象,並藉由受試者周遭之朋友關係代發本問卷給其認識及符合資格的受試者進行抽樣。 本研究於民國102年9月15日至10月30日之間發放正式問卷,共計發放550份問卷,獲得研究樣本521份(94.7%),無效樣本49份(9.4%),有效樣本為472份(90.6%),並透過敘述性統計、信度分析、層級迴歸分析及相關分析,驗證公務員工作滿意度、年金改革公平認知、工作動機及工作績效間之關係。 研究結果顯示,工作滿意度對工作績效具有顯著正相關,而工作動機變項中的兩個因子公共服務動機與外在導向動機則呈現不同的結果,其中公共服務動機對工作績效並無顯著影響,而外在導向動機則呈現正相關;年金改革公平認知對工作績效無顯著影響;年金改革公平認知與工作動機在工作滿意度對工作績效間之干擾效果無顯著影響。
The aim of this research is to explore the relationship between job satisfaction, perceived pension fairness and work motivation and job performance on public workers. This research target would be the public workers who work at government department. The questionnaire will distribute at a city in southern to the public worker randomly, and also to the friend who qualify to fill this questionnaire. We had been distributed 550 questionnaires on 15 September 2013 to 30 October 2013 but there are only 521 (94.7%) feedbacks, 49 of it is invalid samples and 472 is valid to be the sample of the research. Through descriptive statistics, reliability analysis, hierarchical regression analysis and correlation analysis, to explore the relationship between job satisfaction, perceived pension fairness and work motivation and job performance. The result of this research shown that the factors that affect job performance most would be job satisfaction. On the other sides, Work motivation can be classify to two categories, one is public service motivation and the other would be extrinsically oriented motivation. Public service motivation does not improve any job performance, but extrinsically oriented motivation does. Perceived pension fairness is the least effect on the job performance. Perceived pension fairness and work motivation didn’t have significant effect on the moderating effect between job satisfaction and job performance.