行政機關公務人員陞遷認知與行為之關聯性研究

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Title:	行政機關公務人員陞遷認知與行為之關聯性研究
Other Titles:	A RESEARCH ON THE RELATIONSHIP BETWEEN THE RECOGNITION AND BEHAVIOR OF PROMOTION OF CIVIL SERVANT
Authors:	林起潛 Lin, Chi-chyan
Contributors:	管理科學研究所陳孟修 Meng-shiou Chen
Keywords:	組織承諾;陞遷制度認知;陞遷政治知覺;陞遷公平認知;陞遷心理契約;陞遷行為取向 psychological contract of promotion;recognition about the institution of Promotion;awareness of promotion politics;recognition about promotion fairness;organizational commitment;promotion behavior orientation
Date:	2005
Issue Date:	2015-07-31 15:39:03 (UTC+8)
Abstract:	公務人員陞遷法自民國八十九年公布施行迄今已近五年，但公務人員陞遷制度的建立與執行，是否如預期理想運行，一直不斷為各界所關注。本研究試圖從公務人員的認知切入，探討此一陞遷制度在設計與執行上的公平性為何？是否給政治介入很大的空間？以及對公務人員態度與行為產生何等影響？並進而找出較為一致性的判斷，藉以提出公務人員陞遷制度的改進建議。　　　本研究變項包括陞遷制度認知、陞遷公平認知、陞遷政治知覺、陞遷心理契約、組織承諾及陞遷行為取向；主要是統計分析各變項間的差異性、相關性及影響性。本研究採用問卷調查法，以行政院所屬中央及地方各級行政機關公務人員為研究對象，共發出1315份問卷，回收1215份，扣除無效問卷167份，有效問卷為1048份，有效回收率為79.7﹪。　　　有效問卷經採用SPSS統計視窗軟體作為統計分析的工具，針對樣本所得資料進行因素分析、信度分析、描述性分析、變異數分析、相關分析及迴歸分析。統計分析結果如下：1. 行政機關公務人員的服務機關特性及個人特徵在各研究變項間，大部分呈現顯著差異。2. 行政機關公務人員在各研究變項間，大部分呈現顯著正相關或負相關。3. 行政機關公務人員的陞遷制度認知、陞遷公平認知、陞遷政治知覺、陞遷心理契約對組織承諾、陞遷行為取向大部分呈現正向或負向影響。　　　經由實證調查分析結果，發現公務人員的陞遷有下列主要現象：1. 不同類別的公務人員對陞遷有不同的認知差異。2. 對陞遷行為取向的影響，是經由公平、政治、心理面產生中介效果。3. 陞遷政治現象仍然普遍存在。4. 人際關係在陞遷上扮演重要的角色。5. 陞遷決策實權在上司，而不在人事甄審委員會。6. 陞遷制度設計不理想，是造成政治介入的重要因素。7. 陞遷辦理過程不夠公開且有虛假。8. 程序正義對於公務人員態度與行為的影響最大。9. 公務人員對於陞遷抱持比較消極悲觀的看法。10. 以工作績效與提昇條件來獲得陞遷，仍被認同。11. 陞遷制度的建立，至少維持了一定的功能。　　　本研究根據上述統計分析結果及主要發現，提出研究理論與管理實務意涵，以及歸納出政府陞遷政策制定的三個思考面向如下，並分別提出其具體建議意見：1. 陞遷實體的功績性。2. 陞遷程序的公正性。3. 陞遷機會的普遍性。　　It has been 5 years past since the Law of Civil Servant Promotion was enacted in 2000. But it persists to be focus and issues in public sector whether the institution of Civil Servant Promotion is installed and administered smoothly as expected or not. The author tries to explore the fairness in the design and execution of this institution through the approach of Civil Servants’ cognition. The extent of its vulnerability to political interference? And which influences it exerts on the attitudes and behaviors of civil servants. In order to find a more coherent assessment, through which to propose an alternative to improve the Institution of Civil Servant Promotion.　　　The variables of this research includes recognition about the institution of Civil Servant Promotion, recognition about promotion fairness, awareness of promotion politics, psychological contract of promotion, organizational commitment and promotion behavior orientation; mainly to make a statistical analysis of the variance, correlation and influence. This research adopted the methodology of questionnaire and took all the civil servants in Central and Local governments as survey subject. There are 1,315 questionnaires issued, 1,215 received, 167 invalid and excluded, 1,048 valid, valid ratio 79.7%.　　　Its obtained data is then analyzed by factor analysis, reliability analysis, descriptive analysis, ANOVA, correlation analysis, and regression analysis. Its main findings are as below:1. The organizational and personal characteristics of civil servants are mostly significantly different to each other.2. The civil servants in the administration is mostly positive relevant or negative correlated to each other in this research’s variables. 3. The recognition about the institution of Civil Servant Promotion, recognition about promotion fairness, awareness of promotion politics, psychological contract of promotion, organizational commitment and promotion behavior orientation by the civil servants in the administration is mostly positive or negative effected.　　　And the findings about civil servants’ promotion are:1. Different categories of civil servants have different recognitions.2. Promotion behavior orientation is effected through the intervening variables of the aspects of fairness, politics, and psychology.3. The phenomenon of promotion politics is still prevalent.4. Personal relation plays an important role in promotion.5. The decision of promotion is up to the heads of the administration, not the council of personnel review. 6. One of the important factors of political interference in promotion is imperfect design of promotion institution.7. The practical procedure of promotion is not open enough and full of falsifications.8. Procedural justice exerts most influences on the attitudes and behaviors of civil servants.9. Civil servants take a more passive and pessimistic view.10. Promotion by performance and personal qualification is appraised.11. The installment of promotion institution maintains some function.　　　Based on the above findings, the author comments on relevant research theory and management practice, and summarizes the following 3 aspects and respective suggestions for governments to examine before making its promotion policy：1. Merit of promotion subjects. 2. Fairness of promotion procedure. 3.Generalness of promotion opportunity.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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