國考分發與類科對資淺公務人員轉調傾向之影響：公共服務動機為調節變項
高于涵、董祥開
《摘要》
我國舉辦公務人員考試已長達60餘年，迄今始終堅持公平公正公開的用人宗旨，已建立起全國民眾及考生的信任感，成為政府單位取才用人的重要途徑。然而現行考選制度普遍不足以讓機關的職位及工作需求能與個人的能力及特質取得相對應的平衡。就考選的核心價值來說，似有失衡現象，可能導致單位內部人事不穩、人員流動率偏高的現象。有鑑於此，本研究希望探討「分發方式」及「報考類科」對公務人員「轉調傾向」的影響，並探究「公共服務動機」的調節效果。本研究的分析資料來源為臺灣政經傳播研究中心「2020年文官定群追蹤網路調查」，主要研究對象為我國公部門年資10年以下的現職公務人員。經篩選符合本研究議題之變項並排除遺漏值後，分析樣本數為648份。研究結果發現，若公務人員採用受訓成績分發，其轉調傾向會顯著低於國考成績分發。其次，轉調傾向最高的職組為報考經建職組及綜合職組的公務人員。最後，公共服務動機在報考類科對於轉調傾向的影響過程中達到顯著的負向調節效果。若公務人員具備越高的公共服務動機時，會負向加強報考類科對轉調傾向的影響力。本研究依據上述研究發現進行討論並提出國考制度相關之實務建議。
[關鍵詞]：資淺公務人員轉調傾向、分發方式、報考類科、公共服務動機
The Effects of Job Placement Methods and Examination Category on Transfer Intention of Junior Civil Servants: Using Public Service Motivation as a Moderator
Yu-Han Kao, Hsiang-Kai Dong
Abstract
Civil service examinations have been held in Taiwan for more than 60 years. So far, the principle of fair, just, and open employment has always been adhered to, winning the trust of the public and candidates as well. The examinations have become an important way for government agencies to select and employ staff members. However, the current examination and selection system is generally insufficient to achieve a corresponding balance between the positions and job requirements of government agencies and the abilities and characteristics of individuals. As far as the core value of examination and selection is concerned, there seems to be an imbalance, which may lead to unstable staffing within organizations and high turnover rates. Therefore, this study aims to explore the impacts of civil servants’ “distribution methods” and “category of national examinations” on their “transfer intention”, and to explore the moderating effect of “public service motivation”. The data source of this study was the “2020 Taiwan Government Bureaucrats Survey – Panel Study” by Taiwan Institute for Governance and Communication Research, and the main research subjects were incumbent civil servants with less than 10 years of service experience in civil service agencies. After screening out the variables that conformed to the topic of this study and excluding missing values, the number of samples included in the analysis was 648. The results showed that if civil servants were distributed according to the training scores, their transfer intention would be significantly lower compared with distribution according to the national civil service examination scores. Besides, the occupational groups with the highest transfer intention were civil servants who applied for the economic planning and development occupational groups and general occupational groups. Finally, in the process of category of national examinations influencing the transfer intention, public service motivation had a significant negative moderating effect. In other words, the higher their public service motivation, the more it will negatively strengthen the influence of category of national examinations on their transfer intention. Based on the above research findings, a discussion was conducted and practical suggestions related to the national civil service examination system were put forward.
Keywords: transfer intention of junior civil servants, distribution methods, category of national examinations, public service motivation