比較台灣公民營機構員工工作滿意與離職傾向:低層次需求假設的檢定

Abstract

本研究目的在比較公民營機構員工的工作滿意和離職傾向。使用兩個研究，都用問卷收集各類公民營機構員工的資料進行分析比較。第一個研究結果是：1.公家機構員工的外在滿意和離職傾向，都小於民營機構員工；但是內在滿意卻大於民營機構員工。2.公家機構員工的外在滿意和離職傾向的負向關係，低於民營機構員工。 第二個研究結果是：1.公家機構員工的離職傾向小於民營機構員工；但是內在滿意卻大於民營機構員工。2.公家機構員工的外在滿意與離職傾向的負向關係，低於民營機構員工。以上與第一個研究結果雷同。3.公家機構員工的低層次需求強度高於民營機構員工；公民營機構員工的低層次需求與離職傾向都有負向關係。4.公家機構員工的低層次需求，不是造成外在滿意與離職傾向負向關係低於民營機構員工的原因。所以，有關公家機構員工因為有較強的低層次需求，所以會使外在滿意與離職傾向負向關係轉弱的論點被拒絕。 因此本研究建議，公家機構應該建立制度，協助那些不滿意的員工在組織內部轉換工作或轉至民營機構。此機制可以健全公家機構的離職率，更重要的是可以提供機會給那些外在不滿意的員工，轉換至更適合他們的工作位置。

The purpose of this research is to compare the job satisfaction and turnover intention of public - and private -sector employees. Questionnaire survey was used to collect data from employees of various private enterprises and public organizations in the two studies, which compose of this research. The results of the first study show that, first, public employees have a lower extrinsic satisfaction and lower turnover intention, but higher intrinsic satisfaction compared to their counterparts in the private sector. Second, the negative relationship between the extrinsic satisfaction and turnover intention is weaker in public employees than in private employees. The results derived from the second study show that, first of all, similar to the findings from the first study, public employees have a higher intrinsic satisfaction but a lower turnover intention compared to private employees. Secondly, the negative relationship between extrinsic satisfaction and turnover intention is weaker in public employees. Thirdly, the lower-order need is stronger in public employees than in private employees; the lower-order need and turnover intention is negatively related with each other in both public and private employees. Fourthly, the lower-order need does not cause a weaker negative relationship between extrinsic satisfaction and turnover intention in public employees. The argument concerning that a stronger lower-order need in public employees weakens their extrinsic satisfaction—turnover intention relation is rejected. The public employees’ lower mobility in job market is proposed as an alternative viable explanation. On the basis of the findings from the two studies, we suggest that public sector should create mechanisms to assist their dissatisfied employees to transfer to other jobs within their organizations or to the private sector. The mechanisms will induce a healthy turnover rate in public sector. More importantly, these mechanisms will provide those who are dissatisfied with the extrinsic aspects of their jobs an opportunity for moving onto other jobs that are better suited for them.