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研究生:陳美璐
研究生(外文):CHEN,MEI-LU
論文名稱:影響公務人員跨組織發展意向之研究
論文名稱(外文):A study of the Impact of the Civil Servant on Cross-organizational Development
指導教授:翁興利翁興利引用關係
指導教授(外文):WONG,SENG-LEE
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:公共行政暨政策學系
學門:社會及行為科學學門
學類:公共行政學類
論文種類:學術論文
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:132
中文關鍵詞:工作特性就業力組織承諾組織學習跨組織發展
外文關鍵詞:Job CharacteristicEmployabilityOrganizational CommitmentOrganizational LearningCross-organizational Development
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世界各國為了面對環境劇烈變遷的挑戰,並且加速提昇國家整體競爭力,近年來,紛紛調整傳統政府組織體制,以各種組織改造、精簡員額或結合民間資源等方式,以期達到提昇經營績效與服務品質的目標。在此種就業環境與生涯發展條件改變的影響下,公務人員開始重視其生涯發展,表現出高度自主管理生涯發展的價值觀,並且期望有「跨組織發展」的生涯型態。
本研究採用文獻分析及問卷調查方式,從生涯發展觀點來探討工作特性、就業力、組織承諾及組織學習等四大研究變項,對於公務人員跨組織發展意向之關聯與影響程度。針對苗栗縣政府正式編制內公務人員,以描述性統計分析、因素分析、信度分析、相關分析、迴歸分析、獨立樣本t檢驗及單因子變異數分析等統計方法進行分析。
本研究實證結果發現:
一、51歲以上的公務人員跨組織發展意向較低
二、資深員工跨組織發展意願低、組織認同度高
三、現職機關服務年資愈長,跨組織發展意向愈低
四、任職機關務愈多者,就業力有可能較高
基於上述實證研究結果,本研究提出以下建議:
一、系統性地增加跨組織流動的機會
二、設計與提供多元性的在職訓練
三、發展組織學習並建構學習型組織,鼓勵員工學習
四、建立良好諮詢輔導機制
For facing the challenge of the violent changed environment, the worldwide countries begin accelerating to promote the national competitiveness. In recent years, they adjust their organizational system of traditional government with the ways of organizational reformation, downsizing or the coalition of private resources to reach to the target to promote the performace and service quality. Under the influence of change on employment environment and the career development, the civil servant starts valuing his (or her) career development and expressing the values of highly independent management’s career development, and then expect to have a career of "Cross-organizational Development".
This research adopts the ways of literature analysis and questionnaire, and from career development viewpoint to probe into the four variables on job characteristic, employability, organizational commitment and organizational learning to find out the connection and influence degree for the intention of the civil servant on cross-organizational development . With regard to the formal organizational civil servant in the Miaoli County Government, we analyze the data by the descriptive statistics analysis, factor analysis, reliability analysis, correlation analysis, regression analysis, independent-samples t-test and one-way ANOVA analysis, and so on.
The diagnostic result of this research has revealed:
1. 51 years old above of the civil servant on the intention of cross-organizational development is lower.
2. The senior employee on the intention of cross-organizational development is lower, and the organizational identification is higher.
3. If the service years in present organization are longer, the intention of cross-organizational development is lower.
4. Work at more organizations and the employability is probably higher.

Based on the above real diagnostic findings, this research puts forword the following suggestion for policy considerations:
1. To increase the opportunity of cross-organizational fluxion systematically.
2. To design and provide the pluralistic on-the-job training.
3. To develop the organizational learning and establish the learning organization, and encourage employee to learn.
4. To build up a good mechanism of the counseling and guidance.
章節目錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 4
第三節 研究途徑與流程 5
第四節 研究對象與限制 8
第五節 重要名詞定義 10
第六節 章節安排 12
第二章 理論基礎與文獻探討 13
第一節 跨組織發展意向 13
第二節 工作特性 17
第三節 就業力 22
第四節 組織承諾 31
第五節 組織學習 44
第三章 研究設計 59
第一節 研究架構 59
第二節 研究假設 61
第三節 變項操作性定義 65
第四節 問卷設計與前測分析 67
第五節 資料蒐集方法 75
第六節 資料分析方法 79
第四章 實證結果分析 81
第一節 描述性統計分析 81
第二節 因素分析 88
第三節 差異性分析 90
第四節 相關分析與迴歸分析 100
第五章 結論與建議 105
第一節 結論 105
第二節 建議 110
第三節 後續研究建議 112
參考書目 113
附錄-問卷 128



















圖目次
圖1-3-1 本研究流程圖 7
圖2-2-1 工作特性模式 19
圖2-3-3不同產業對就業能力的重視差異 29
圖2-4-1 Steers的組織承諾前因及後果模式圖 37
圖2-4-2 Mowday等人的組織承諾因果模式圖 39
圖2-4-3 Mathieu與Zajac組織承諾之前因後果變項 41
圖2-5-1 三種組織學習型態之整合 49
圖3-1-1 本研究架構圖 60
圖3-1-2 本研究假設示意圖 64
壹、中文部份

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陳照明、萬榮水(2001),〈勞雇心理契約理論建構的爭論之剖析及其解決之展望〉,《中國行政評論》,第10卷,第4期,頁101-128。
黃國隆(1986),〈中學教師的組織承諾與專業承諾〉,《國立政治大學學報》,第53期,頁55-83。
萬榮水(2002),〈公務人員期望「跨組織發展」生涯之勞雇心理契約意涵〉,《研習論壇》,第19期,頁29-34。
萬榮水(2002),〈公務人員期望跨組織發展的生涯管理及機關的因應對策〉,《考銓季刊》,第32期,頁91-103。
三、論文
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宋秋燕(2005),《員工對於組織發展就業能力之認知與離職傾向關係之研究─以台灣都會區之金控公司為例》,南台科技大學技職教育與人力資源發展研究所碩士論文。
柯際雲(1995),《企業員工個人特性、及其知覺之工作特性與領導型態對組織承諾之影響》,國立中興大學企業管理研究所碩士論文。
黃英忠、林豪傑、莊智薰(2001),〈影響組織學習成效之因素探討-實證觀點〉,《2001人力資源研討會論文》,台灣師範大學主辦。
楊啟良(1982),《個人特質、組織氣候與組織承諾之研究》,國立政治大學企業管理研究所碩士論文。
萬榮水(2000),《從勞雇關係屬性的改變論我國公務人員管理機能的調整》,國立交通大學經營管理研究所博士論文。
蔡盛明(2003),《公營事業工作價值觀、工作特性、員工屬性與組織承諾之關聯性研究—以中國石油公司為實證對象》,中原大學企業管理研究所碩士論文。
羅啟峰(1995),《壽險業務員訓練方式與組織績效之關係研究—以組織氣候為干擾變數》,淡江大學管理科學研究所碩士論文。


四、網站
考試院(2007)「公務員考試法、任用法、陞遷法」, http://www.exam.gov.tw/law/lawmain.asp
施能傑(1999)「公務人員淘汰機制之研究」, http://www.exam.gov.tw/book/reportshow.asp?4
澳洲職業教育研究中心(2003),http://www.ncver.edu.au/publications/1987.html

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