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公部門面對世代差異之人力資源運用策略

標題 公部門面對世代差異之人力資源運用策略
研究年度(民國年) 106 研究主持人 黃煥榮
撰稿人 參加人數
專案會議 2017 研究方式 自行研究(機關預算)
研究經費 350000 研究機構 中華國家競爭力研究學會
中文關鍵字 人力資源管理、工作價值觀、公務員、年輕世代、年長世代
英文關鍵字 human resource management, work values, civil servants,young generation, older generation
中文摘要 近年來世代差異的議題逐漸引發各界的關切和重視,本研究主要
針對公部門世代差異及其對人力資源運用的影響進行探討。首先,本
研究先釐清世代差異部分,並將焦點鎖定在年齡部分。本研究認為在
人力資源管理和工作價值觀轉變之間,存在著部分世代差異。其次,
本研究以文獻回顧分針國內與國外世代差異,以及跨世代人力資源的
發展趨勢。再者,本研究以焦點團體訪談針對年長世代公務員與年輕
世代公務員進行比較分析,兩者之間確實有差異性存在。同時,本研
究亦運用次級資料分析以深入了解不同年齡層在這些面向的態度之
差異,包括公務人員績效評量、個人創新意願、公共服務動機、工作
家庭衝突、風險偏好、領導與溝通、弊端揭發等,亦發現相關差異存
在。最後,本研究認為年長世代與年輕世代不是一種衝突的關係,而
是一種互補關係。在結論部分,不同年齡層公務人員在與工作相關的
行為與價值等具有差異性、不同世代公務人員因為民主經驗等具有差
異性,以及不同世代公務人員主要差異呈現於工作行為特質與價值觀
等具有差異性。研究建議提出,重新架構我國公部門人力資源管理政
策定位、公部門組織文化與科技運用應盡可能與外在社會接軌,以及
針對考選制度、培育、任用與陞遷、考績與福利等等提出改善建言。
英文摘要 Generational differences in the workplace have been a popular and
important topic. The study presents a discussion of generational
differences and their impact on human resource utilization in public
sector. Firstly, the study clarifies the differences between generations and
focuses on the age. There are some differences between generations in the
management of human resources and work values. Secondly, this study
reviews the differences between domestic, foreign generations and the
development trend of human resources across generations. In addition,
this study uses the focus groups for older generation civil servants and
young generation civil servants for comparative analysis. They have
indeed differences between the two generations. At the same time, the
study also uses secondary data analysis to gain insight into the differences
in attitude among different age groups, for example, public service
performance evaluation, personal innovation will, public service
motivation, work-family conflict, risk appetite, leadership and
communication, malpractice disclosure. The study also found relevant
differences. Finally, this study argues that the older generation and the
younger generation are not a kind of conflict but a complementary one. In
conclusion, there are differences in the behavior and value of civil
servants in different age groups. Different generations of civil servants
have differences because of democratic experience etc. There are
differences between different generations of civil servants in the work of
behavioral traits and values. The research suggests that we should
re-construct the policy orientation of human resources management in
public sectors. Public sectors should use culture and technology as much
as possible with external society. Public sectors should have more
improvements of examination system, training, appointment, promotion,
performance appraisal, welfare and etc.
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