人口屬性、工作屬性對公務人員工作價值觀差異之影響

Abstract

本研究針對政府機關公務人員的工作價值觀作全面性的探討，以了解在不同的人口屬性及工作屬性間的差異，期於正值政府組織再造之時，向政府部門提出政策執行及管理上的建議，以提高便民服務效率。 本研究依探索問題討論性別、世代及其他人口屬性與服務機關、職務、職位等工作屬性對公務人員工作價值觀的影響，研究結果發現：女性公務人員較男性更重視與人際關係有關之工作價值觀，男性公務人員則較重視與自我成長及追求個人目的有關的認知性工作價值觀；Y世代公務人員較舊世代公務人員更重視屬於外顯性報酬的工具性工作價值觀，舊世代公務人員則較重視個人成就有關的認知性工作價值觀。婚姻關係、教育程度及職位不同在工作價值觀之差異不顯著；服務機關及職務之不同在工作價值觀則有顯著差異，地方機關公務人員較中央機關及事業單位公務人員更重視與人際關係有關及個人報酬有關的情境性及工具性工作價值觀，對外服務者較對內服務者更重視認知性及報酬性價值觀。 研究建議為(1)加強充實公務人員職前訓練內容，使新進人員加速了解政府各部門組織職掌及功能，(2)強化組織內部溝通管道以瞭解員工的需求並且加以滿足，員工才能齊心向外，為民眾提供最佳的服務。(3)強化激勵員工措施，提升為民服務成效。(4) 政府組織再造改革措施應有整體規劃、放慢節奏，給予公務員工適當的時間了解並接受，以減少抗爭或怠工。(5)強化公務人員終身學習意涵，使組織因學習而融成一個優質的服務團隊。 本研究係國內首度嘗試以較全面性的問卷調查方式了解不同世代、性別、服務機關屬性、職務及職位之公務人員在工作價值觀的差異，研究限制為1.有關公務人員價值觀的討論不多，價值觀分類標準不ㄧ致，無法客觀比較，2.正值政府組織改造期間，部分受訪者因為將受到不利影響而可能影響填表時對價值觀問項的填列，3.問卷樣本的發放非隨機性，可能在各屬性的分布上與現有公務人員的屬性分布較不ㄧ致，可能影響分析結果。延伸研究的建議為影響公務人員工作價值觀的構面很多，尤其政策的變動關係公務人員的基本權益，期待於組織改造後能再做一個對照性的深入探討以為比對本研究之客觀性。

The government agency is encountering the organization reformation aggressively to improved government efficiency, It is important to understand the conflict existing among biographical characteristic and occupational characteristic in order to help each employee to make the most of his/her capabilities to serve the civilian and to improve the government’s management strategies. The purpose of this study is to explore the moderating effect of work value and biographical characteristic、occupational characteristic on the relationship between generations of civil servants’. The results of this research are as follow：female are more concerned about “affective”，male are more concerned about “cognitive”；Gen Y-ers are more concerned about “instrumental” than Boomers，the Boomers are more concerned about “cognitive” than Gen X-ers and Gen Y-ers, marital status、educational degree and position does not have significant effect on work value; Organization and position have significant effect on work value; Exterior workers are more concerned about “cognitive” and “rewards” than interior workers.Suggestions are (1) enrichment the training program of pre-job training to help new entrants acquaint with the organization goal and function (2) smooth the communication channel between the employee and manager to fulfill the needs of employee so as to help employee offer best service for civilian. (3) Build-up employee encourage plan to improve service performance. (4) Slow down the pace of organization reformation to soften the antagonism and go-slow. (5) Build-up the image of forever-learning to syncretize employee into a better service team.The research limitation of my study are as follow：(1) Lack of enough documents related to work value of civil servant to compare. (2) Government’s organization reformation is under process, many respondents which may be affected may have bias on their work value response. (3).The questionnaire that collected are not by randomly selected may cause some analysis bias. Extended research related to different variables or after the completion of Government’s organization reformation may go further to get deeper result.