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題名:臺北市政府推動精實管理與組織績效關聯之研究
作者:林琪蓉
作者(外文):Lin, Chi-Jung
校院名稱:臺北市立大學
系所名稱:教育行政與評鑑研究所
指導教授:何希慧
學位類別:博士
出版日期:2023
主題關鍵詞:新公共管理組織績效組織量能精實管理New Public ManagementOrganizational PerformanceOrganizational CapacityLean Management
原始連結:連回原系統網址new window
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本文旨在研究公部門導入精實管理與組織績效之關聯,蒐集相關文獻與參考國外4P模型理論架構,提出臺北市政府4P(領導力、人員/夥伴關係、工作流程、組織績效)評估模型,參酌相關研究加入組織量能,以連結重要因素,內容包括領導力、人力資源、工作流程、組織績效、組織量能五個構面,與其相對應之11個指標以及48個細項指標,為確保本研究問卷具有良好度,編擬完成之問卷題目,先邀請專家審查問卷。
本研究採問卷調查法,共蒐集384份有效問卷,進行模式檢驗與關聯性分析。研究結果發現如下:(1)精實管理與組織績效正向直接效果,驗證結果並不明顯;(2)精實管理與組織量能的正向直接效果明顯;(3) 組織量能與組織績效的正向直接效果明顯;(4)精實管理透過組織量能可提升組織績效,且組織量能具有完全中介效果;(5) 11個指標量表以領導力「外在表現」知覺最高;(6) 51個細項指標量表,受試者對於直屬主管支持工作上的教育培訓以增強工作知識、技能與態度感知最高。
最後,根據研究結論提出具體建議,俾供其他公部門找到適合本身條件的實際運用,及未來此領域後續研究者繼續探討之參考。
The aim of this study was to explore the relationship between lean management and organizational performance in Taipei City Government. This study tries to establish the 4P(Philosophy-Leadership, People / Part-nership , Process and Organizational Performance) model of the Taipei City Government, adding Organizational Capacity to connect other im-portant factors, from the review of literatures and the well-known 4P model. The pattern established by this study has five dimensions: leadership, hu-man resources, process, organizational performance, and organizational capacity. It covers 51 specific indicators under 11 categories.
This study uses the questionnaire method and recycles effective ques-tionnaire 384 from the employees of the Taipei City Government, to test patterns and analyze relationship between lean management, organizational performance and organizational capacity. For the purpose, based on the re-search results, some conclusions can be drawn: (1) The hypothesis that lean management has a positive direct effect on organizational performance is not obvious. (2) The hypothesis that lean management has a positive di-rect effect on organizational capacity is acceptable. (3) The hypothesis that organizational capacity has a positive direct effect on organizational performance is acceptable. (4) Lean management can improve organization-al performance through organizational capacity, and organizational capacity has a complete mediating effect. (5) Among the 11 categories, the external performance of leadership has the highest perceptions of employees. (6) Among the 51 specific indicators, supervisors support education and train-ing to enhance knowledge, skills and attitude have the highest perceptions of employees.
Finally, the research conclusions give some recommendations for the other government departments and follow-up investigations.
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