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題名:當下知覺入職公務機關初始動機及職場環境因素對現職工作內在動機與工作結果之影響: 自我決定論觀點
作者:黃積聖
作者(外文):HAUNG,CHI -SHENG
校院名稱:輔仁大學
系所名稱:心理學系
指導教授:劉兆明
學位類別:博士
出版日期:2022
主題關鍵詞:當下知覺入職公務機關初始動機自我決定論公務機關公務員基本心理需求自主動機被控動機非動機工作動機工作表現工作滿意度工作努力程度離職意願presently perceived original motivation for joining civil serviceself-determination theorycivil servicecivil servantbasic psychological needsautonomous motivationcontrolled motivationcontrolled motivationwork motivationjob performance,job satisfactionwork effortturnover intention
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本研究係以職場工作動機之自我決定論模型為基礎,以瞭解臺灣公務員於問卷填答,覺得當初選擇公務員為職業之初始動機,及職場環境之知覺主管支持自主、工作自主性、繁文縟節與工作打造因素,是否經由其基本心理需求、現職工作內在動機,對工作結果產生影響。
研究結果發現,若以現職工作內在動機進行單層中介變項模型分析,在同時置入入職公務機關初始動機與職場環境因素,其中入職公務機關初始動機、職場環境因素之工作自主性均顯著影響滿意度、努力程度、離職意願;繁文縟節顯著影響滿意度、離職意願;工作打造顯著影響努力程度、離職意願;在直接效果方面,入職公務機關初始動機與職場環境之全部因素均顯著影響滿意度。
再納入自主、能力、關係的基本心理需求進行雙層中介模型分析,同時置入入職公務機關初始動機及職場環境因素,其中入職公務機關初始動機、職場環境因素之繁文縟節,均顯著影響工作結果,主管支持自主、工作打造均顯著影響表現、滿意度;在直接效果方面,入職公務機關初始動機與職場環境因素之繁文縟節均顯著影響表現、滿意度;入職公務機關初始動機、工作打造均顯著影響離職意願。
作者依據研究結果,進行理論意涵之討論,提出未來研究之建議,並對公務員職務的甄選及培育方面,建議儘速訂出公務員所需職能說明書、關鍵行為層級指標作為參據;留用方面則提出主管機關應重新檢視業務流程之合理性及避免過度注重行政程序及凡事請示的現象。
This study, based on the self-determination model of workplace motivation, aims to understand Taiwanese civil servants’ presently perceived original motivation for joining civil service at the time of completing the questionnaires, as well as how their perceived supervisor autonomy support, job autonomy, bureaucratic obstacles (red tape), and job crafting factors in the workplace influence job outcomes through their basic psychological needs and intrinsic motivations for their current jobs.
The results reveal that when a single-level mediation model is used to analyze the intrinsic motivation for the current job, along with the inclusion of presently perceived original motivation for joining civil service and workplace factors, the presently perceived original motivation for joining civil service and job autonomy significantly impact job satisfaction, level of effort, and intention to quit; bureaucratic obstacles significantly impact satisfaction and intention to quit; job crafting significantly impact the level of effort and intention to quit; in terms of direct effects, presently perceived original motivation for joining civil service and all workplace factors significantly impact satisfaction.
In addition, when a two-level mediation model is employed to analyze the basic psychological needs of autonomy, competence, and relationship, along with the inclusion of presently perceived original motivation for joining civil service and workplace factors, the presently perceived original motivation for joining civil service and bureaucratic obstacles significantly impact job outcomes; perceived supervisor autonomy support and job crafting also significantly impact job performance and satisfaction; in terms of direct effects, presently perceived original motivation for joining civil service and bureaucratic obstacles significantly impact job performance and satisfaction; presently perceived original motivation for joining civil service and job crafting significantly impact the intention to quit.
Based on the results, theoretical implications are then discussed, and suggestions are made for future research. In terms of the selection and training of civil servants, it is suggested that job descriptions and key behavioral level indicators should be outlined. In terms of retention, it is proposed that the authorities concerned should re-examine the legitimacy of the business process and avoid too much emphasis on administrative procedures and supervisory permission.
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