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研究生:張婷貽
研究生(外文):Ting-yi Chang
論文名稱:公務人員倫理訓練成效之研究:以臺北市政府為例
論文名稱(外文):The Study of the Effectiveness of Public Ethics Training: Case Study of Taipei City Government
指導教授:陳俊明陳俊明引用關係
指導教授(外文):Jun-Ming Chen
學位類別:碩士
校院名稱:世新大學
系所名稱:行政管理學研究所(含博、碩專班)
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:2009
畢業學年度:97
語文別:中文
論文頁數:106
中文關鍵詞:倫理訓練行政倫理訓練成效四層次評估模式訓練移轉
外文關鍵詞:Ethics TrainingPublic Administrative EthicsTraining EffectivenessFour Levels of EvaluationTransfer of training
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  • 收藏至我的研究室書目清單書目收藏:1
近幾年來,政府部門為了達成清廉、透明的廉政目標,建置了「公務人員連政倫理規範」,並針對公務人員提供相關的講習與課程以講授規範內容;然而,政府部門僅將焦點至於訓練本身,卻未對訓練後的結果作測量與評估,如此一來,講習訓練是否確實具有成效、亦或其僅是浪費時間和經費的例行公事,將無從得知。
職是之故,本研究為了探討上述之問題,遂以臺北市政府各單位中,有接受過「公務人員連政倫理規範」講習訓練的公務人員為研究對象,採以Kirkpatrick四層次評估模式(Four Levels of Evaluation)中的反應層次、學習層次、與行為層次,以及訓練移轉(Transfer of training)模式中的個人特質因素與工作環境因素作為評估訓練成效的指標,其中,個人特質的部分以受訓者的受訓動機為評量指標,而工作環境的面向上則是著重於組織氣候、上級主管支持、以及同儕支持等構面對於訓練成效的影響;於確立評估訓練成效的指標之後,本研究運用深度訪談的方式,針對公務人員參與「公務人員連政倫理規範」講習之後的訓練成效,進行評量與探究。

研究結果顯示,公務人員對於「公務人員廉政倫理規範」訓練講習的課程設計與安排普遍表示滿意,並且能夠確實吸收與了解訓練講習的內容,至於公務人員是否有將其內容應用於實務工作之中,則會隨著個人特質、組織氣候、上級支持、以及同儕支持等因素的不同而有所差異。
In recent years, to reach the goal of being free from corruption and transparent, the government departments set up the “Ethics Directions for Civil Servants” and instruct relevant lecture and courses to civil servants. However, the government departments simply focus on the training itself rather than gauging and assessing the training results. Due to the foregoing, we are unable to know whether the lecture and training are effective or just a time and cost wasting routine.
Therefore, to research the foregoing issues, this thesis invites the civil servants amongst the sections of the Taipei City Government who have participated in the lectures of the “Ethics Directions for Civil Servants” as the research subject, and adopts the factors of personal character and working environment of the Kirkpartrick’s four levels of evaluation model (including the reaction level, learning level, behavior level, and transfer of training) as measurement indices of the training effectiveness. In the aspect of personal character, this thesis uses the motive of the participants as the measurement index; as for the aspect of working environment, this thesis focus on the elements of the organizational climate, support of superintendent, and support of colleagues which shall affect the training results. After the measurement indices are established, this thesis uses in-depth interview to investigate and measure the training effect on civil servants who participated in the lectures of Ethics Directions for Civil Servants.
The research results of this thesis show that civil servants were satisfied with the designs and arrangements of the training lectures of the “Ethics Directions for Civil Servants”, and may certainly absorb and understand the content of those lectures. As for whether the civil servants will apply such content to their work and operations, it will defer and shall depend upon the factors of the personal character, the organization climate, the support of superintendent, and the support of colleagues.
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 研究方法7
第二章 行政倫理之文獻探10
第一節 「公務人員廉政倫理規範」之檢視10
第二節 行政倫理之內涵檢閱15
第三節 行政倫理之教育訓練19
第三章 訓練成效評估與訓練移轉之文獻檢閱22
第一節 訓練成效評估定義內涵之探究22
第二節 訓練成效評估模式之探討23
第三節 訓練移轉定義內涵之檢視28
第四節 訓練移轉之理論探源與衡量方式29
第四章 訪談設計47
第一節 訪談對象47
第二節 訪談題綱49
第五章 訪談結果分析53
第一節 倫理訓練之現況53 第二節 訓練成效之剖析58
第三節 各研究構面間的交叉分析76
第六章 結論與建議79
第一節 研究發現與政策建議79
第二節 研究限制與後續研究建議81
參考文獻85
附錄一 國內外關於「訓練移轉」之相關研究91
附錄二 訪談大綱(一)96
附錄三 訪談大綱(二)97
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陶紀貞(1998),《組織特性與個人屬性對訓練移轉影響之探討,以台北捷運公司  為個案分析》,國立政治大學公共行政所碩士論文,未出版。
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1. 吳瓊治(2002),〈教育訓練績效評估之探討〉,《品質月刊》,第38卷第6期,頁37-41。
2. 吳瓊治(2002),〈教育訓練績效評估之探討〉,《品質月刊》,第38卷第6期,頁37-41。
3. 林俊宏、龐寶璽、鄭晉昌(2006),〈支持性組織氣候對訓練移轉的直接效果與間接效果之差異性探討〉,《東吳經濟商學學報》,第55期,頁1-34。
4. 林俊宏、龐寶璽、鄭晉昌(2006),〈支持性組織氣候對訓練移轉的直接效果與間接效果之差異性探討〉,《東吳經濟商學學報》,第55期,頁1-34。
5. 孫本初、蔡秀涓(1996),〈我國中高級公務人員訓練移轉之研究-以政大公企中心公務人員訓練班為個案〉,《國立政治大學學報》,第27期,頁213-261。
6. 孫本初、蔡秀涓(1996),〈我國中高級公務人員訓練移轉之研究-以政大公企中心公務人員訓練班為個案〉,《國立政治大學學報》,第27期,頁213-261。
7. 張火燦(1988),〈企業內訓練與發展的概念性模式之建立〉,《就業與訓練》,第6卷第1期,頁65-70。
8. 張火燦(1988),〈企業內訓練與發展的概念性模式之建立〉,《就業與訓練》,第6卷第1期,頁65-70。
9. 張翠菱(1995a)〈公共服務的倫理基礎」(上)〉,《人事月刊》,第12卷第2期, 頁50-54。
10. 張翠菱(1995a)〈公共服務的倫理基礎」(上)〉,《人事月刊》,第12卷第2期, 頁50-54。
11. 張翠菱(1995b)〈公共服務的倫理基礎」(下)〉,《人事月刊》,第12卷第3期, 頁56-70。
12. 張翠菱(1995b)〈公共服務的倫理基礎」(下)〉,《人事月刊》,第12卷第3期, 頁56-70。
13. 莊世杰、楊仁壽、黃俊祥(2002),〈受訓動機與訓練評量三個層次之關係研究〉,《管理評論》,第21卷第2期,頁81-100。
14. 莊世杰、楊仁壽、黃俊祥(2002),〈受訓動機與訓練評量三個層次之關係研究〉,《管理評論》,第21卷第2期,頁81-100。
15. 陳盈霓、林昌榮(2008),〈知覺移轉距離對訓練移轉意願之影響-以數位學習為例〉,《環球科技人文學刊》,第7卷,頁19-28。