公務人員「單位離職傾向」之影響因素分析
游子正、董祥開
《摘要》
公務人員經常被外界視為擁有較佳工作保障的職業，也一直被認為與私部門員工相比，普遍有較高的人力流動穩定性，以及較低的離職傾向。然而，較低的離職傾向並不意味著公務人員對自身的工作都有很高的「滿意度」或「承諾感」，反之，公部門在獨有的制度保障與工作缺乏的影響下，公務人員離職傾向的界定相比於私部門員工，出現了更細緻的區分方式，其以內部人力流動的「單位離職傾向（離開現職單位）」為主，而非放棄公務人員身分的「部門離職傾向（離開公部門）」。因此，有鑑於公務人員單位離職傾向的程度較高，本研究嘗試運用量化驗證的方式，確實的探討「個人動機與態度」、「個人與組織間角色衝突」、以及「組織管理與制度」有關因素對公務人員單位離職傾向的影響強度如何，進而瞭解公務人員單位離職傾向的致因與本質。本研究利用次級資料分析法進行分析，資料來源為「第五期臺灣文官調查」，該調查以我國現職公務人員為研究對象，共計有效回收895份問卷。在經描述性統計與順序邏輯斯迴歸分析後，結果發現公共服務動機、工作耗竭顯著導致公務人員單位離職傾向的提升，而工作滿意度、工作公平性則顯著有助於降低公務人員的單位離職傾向；然工作家庭衝突與績效評量公平度卻對公務人員單位離職傾向無顯著的直接影響效果，本研究並根據結果分析之內容進行理論探討與管理意涵之建議。
[關鍵詞]： 離職傾向、個人動機與態度、角色間衝突、組織管理與制度
Factors of Influencing Civil Servants’ Job Turnover Intention
Tzu-Cheng Yu, Hsiang-Kai Dong
Abstract
Public servants are often regarded as people with better job security than those in the private sector and are considered to have higher human mobility stability and lower turnover intention than private-sector employees. However, a low turnover intention does not mean that public servants have a high degree of “satisfaction” with or “commitment” to their job. On the contrary, the public sector is affected by the unique institutional security and job scarcity, compared with private-sector, and the definition of turnover intention of public servants is more detailed. It is based on the “unit turnover intention” of internal human mobility rather than the “department turnover intention” of giving up the status of public servants. Given that the unit turnover intention of public servants is higher than department turnover intention, this study attempts to use quantitative research methods to explore the factors related to “personal motivation and attitude,” “inter-role conflict between individual and organization” and “organizational management and institution” to determine how strongly they influence the unit turnover intention of public servants and then to understand the cause and nature of the turnover intention of public servants.
This study uses a secondary data analytical method for analysis. The source of the data is the “Taiwan Government Bureaucrats Survey, TGBS V.” A total of 895 valid questionnaires were acquired. After descriptive statistics and ordinal logistic regression analysis, it was found that public service motivation and job burnout significantly increase the unit turnover intention of public servants, while job satisfaction and job fairness significantly contribute to reducing the unit turnover intention of public servants. However, work-family conflict, supervisory leadership effectiveness, and fairness of performance appraisal have no significant effect on the unit turnover intention of public servants. Based on the results of analysis, this study also gave a theory discussion and made some suggestions on managerial implication.
Keywords: turnover intention, personal motivation and attitude, inter-role conflict, organizational management and institution