| 摘要: | 目前地方政府所屬各機關人員素質基本上程度已相當整齊，但普遍來說，應變、創新能力明顯不足。再者人員的士氣與工作態度雖稍有提昇，對於適應環境變遷與推動政府再造仍缺乏完整清晰的觀念。因此地方政府應該建立人才培育運用體系規範，以備永續經營的需要，採用配套設計，轉需求為能力，既培養也評鑑，以品質設計與流程控制，績效導向與成本控制的系統觀念與方法，將在職訓練、在職進修、職務歷練、在職教育的目標與內容建構起來，成為一套綿密的人力資源發展執行體系。 本研究旨在探討地方政府官員在組織承諾與工作投入過程中的認知，並深入了解與前因變項之知識學習與工作壓力對於其工作行為之關聯性，以及組織承諾與工作投入對於工作行為相互關係。期望藉此研究，提供地方政府作為制定人力資源策略的參考。 本研究以問卷調查法為主要之研究工具，以嘉義縣政府正式人員為問卷調查對象。發出問卷360份，回收數為289份，剔除無效問卷41份，有效回收問卷份數計248份，問卷設計係參考現有文獻資料，採用已編制成的問卷加以修正，以期累積研究成果。問卷內容除個人基本資料變項外，另包括「知識學習」、「工作壓力」、「組織承諾」、「工作投入」、「工作行為」等五部份。所得資料經輸入電腦，以SPSS for Windows 作為資料分析工具，進行基本資料統計，信度分析、描述性統計、因素分析、T檢定與單因子變異數分析、相關分析及迴歸分析與研究假設之檢定。 本研究得到結論如下： 一、 員工之個人特徵(性別、婚姻、職位、學歷、年齡、服務年資、職務)對知識學習的知覺有顯著差異。 二、 員工之個人特徵(性別、婚姻、職位、學歷、年齡、服務年資、職務)對工作壓力的知覺有顯著差異。 三、 員工之個人特徵(性別、婚姻、職位、學歷、年齡、服務年資、職務)對組織承諾的知覺有顯著差異。 四、 員工之個人特徵(性別、婚姻、職位、學歷、年齡、服務年資、職務)對工作投入的知覺有顯著差異。 五、 員工之個人特徵(性別、婚姻、職位、學歷、年齡、服務年資、職務)對工作行為的知覺有顯著差異。 六、 員工的「知識學習」與「組織承諾」有非常顯著相關。 七、 員工的「知識學習」與「工作投入」有顯著相關。 八、 員工的「知識學習」與「工作行為」有非常顯著相關。 九、 員工的「工作壓力」與「組織承諾」有非常顯著相關。 十、 員工的「工作壓力」與「工作投入」有非常顯著相關。 十一、員工的「工作壓力」與「工作行為」有非常顯著相關。 十二、員工的「組織承諾」與「工作行為」有非常顯著相關。 十三、員工的「工作投入」與「工作行為」有非常顯著相關。 十四、員工的「知識學習」、「工作壓力」、「組織承諾」、「工作投入」對「工作行為」有非常顯著影響。 本研究依據上述結論向地方政府機關及後續學者未來研究方向提出建議，以供參考。
Basically, nowadays the staff quality for related organization of local government has reached a certain level. However, the shortage of reaction and innovation ability has been expressed obviously. Besides, though the staff’s morale and work attitude has been improved, a complete and clear understanding for the adaptation of environment change and the push of government reconstruction still lacks. Hence, a mechanism for talent training and using should be established by local government in order to meet the need of sustainable management. With a set of plan, the need can be changed to be the power by the way of training and adjustment. The goal and content of on-the-job training, on-the-job study, work experience and on-the-job education can be constructed by the systematic concepts and methods of quality design, process control, performance evaluation and cost control in order to develop an inextricably intertwined human resources system. The purpose of subject research is to study the recognition for the process of organizational commitment and job involvement for local government officials to understand the correlation among knowledge learning, job stress, worker’s behavior as well as the interaction among organizational commitment, job involvement and worker’s behavior. Hope to provide reference for local government to set up strategy of human resources. Questionnaires are the main tool of subject research and the formal employee of Chia-Yi County Government are the main people of questionnaires. Total 360 pieces of questionnaires had been set out, 289 pieces had been returned back and 248 pieces were valid. The questionnaires had been designed based on the existed literature with the revision of previously designed questionnaires in order to accumulate the result of research. Except for the variable of basic personal information, “Knowledge Learning”, “Job Stress”, “Organizational Commitment”, “Job Involvement” & “Worker’s Behavior” have been included. The collected data has been analyzed by using SPSS for windows for basic data statistics, descriptive statistics, reliability analysis, factor analysis, T test, one-way anova, correlation analysis, regression analysis and hypothesis testing. The results of this study are as follows: 1. Government employees’ personal characteristics (gender, martial status, job positions, educational background, age, seniority, job titles) have significantly difference in the perception of knowledge learning. 2. Government employees’ personal characteristics (gender, martial status, job positions, educational background, age, seniority, job titles) have significantly difference in the perception of job stress. 3. Government employees’ personal characteristics (gender, martial status, job positions, educational background, age, seniority, job titles) have significantly difference in the perception of organizational commitments. 4. Government employees’ personal characteristics (gender, martial status, job positions, educational background, age, seniority, job titles) have significantly difference in the perception of job involvement. 5. Government employees’ personal characteristics (gender, martial status, job positions, educational background, age, seniority, job titles) have significantly difference in the perception of workers’ behavior. 6. “Knowledge learning” and “Organization commitment” of government employees have significantly correlation. 7. “Knowledge learning” and “Job involvement” of government employees have significantly correlation. 8. “Knowledge learning” and “Workers’ behavior” of government employees have significantly correlation. 9. “Job pressure” and “Organization commitment” of government employees have significantly correlation. 10. “Job pressure” and “Job involvement” of government employees have significantly correlation. 11. “Job pressure” and “Workers’ behavior” of government employees have significantly correlation. 12. “Organization commitment” and “Workers’ behavior” of government employees have significantly correlation. 13. “Job involvement” and “Workers’ behavior” of government employees have significantly correlation. 14. “Knowledge learning”, “Job pressure”, “Organization commitment” & “Job involvement” of government employees has significantly influence on “Workers’ behavior”. The conclusions above can be used as references or suggestions for follow-up researches of local governments and scholars. |
