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題名:新北市區公所公務人員工作壓力、工作滿意、關係型心理契約與離職傾向關係之研究
作者:趙修華
作者(外文):ZHAU, XIU-HUA
校院名稱:國立臺北科技大學
系所名稱:技術及職業教育研究所
指導教授:林宜玄
學位類別:博士
出版日期:2022
主題關鍵詞:公務人員工作壓力工作滿意關係型心理契約離職傾向Civil ServantsJob StressJob SatisfactionRelational Psychological ContractTurnover Intention
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地方機關面臨組織再造、員額精簡及民眾要求日益提高的壓力下,基層人員離職率不斷攀升,不僅影響服務品質與工作效能,亦出現大量的人力缺口及青黃不接等問題。本研究旨在探討區公所公務人員的工作壓力、工作滿意、關係型心理契約與離職傾向間之關係,以及工作滿意、關係型心理契約在工作壓力與離職傾向間之中介效果。
本研究以新北市區公所公務人員為研究對象,以立意取樣方式進行資料蒐集,共回收656份有效調查問卷,有效回收率為79.04%,採用敘述性統計分析、信度與效度分析、相關分析、迴歸分析及Sobel檢定等統計方法進行資料處理。研究結論如下:
一、區公所公務人員有中等程度的工作壓力、工作滿意、關係型心理契約與離職傾向知覺。
二、區公所公務人員以工作負荷量過度的工作壓力較高。
三、區公所公務人員以薪資和工作量相比,以及工作能給予升遷機會的工作滿意較低,且內在滿意高於外在滿意。
四、區公所公務人員以機關有明確規劃職業生涯路徑的關係型心理契約較低。
五、區公所公務人員以有尋找其他工作念頭的離職傾向較高。
六、區公所公務人員的工作壓力對離職傾向有顯著正向影響力;工作壓力對工作滿意、工作壓力對關係型心理契約、工作滿意對離職傾向、關係型心理契約對離職傾向均呈現顯著負向影響力。
七、區公所公務人員的工作滿意、關係型心理契約在工作壓力與離職傾向間皆存在顯著部分中介效果。
Under the pressure of organizational reorganization, staff reduction and increasing demands from the public, the turnover rate of entry-level personnel continues to rise, which not only affects service quality and work efficiency, but also presents a large number of manpower gaps. The purpose of this study was to investigate the relationship between job stress, job satisfaction, relational psychological contract and turnover intention among civil servants in district offices, as well as the mediating effect of job satisfaction, relational psychological contract on job stress and turnover intention.
This study took the civil servants in the district offices of New Taipei City as the research object, and collected data by means of intentional sampling. A total of 656 valid questionnaires were recovered, and the effective recovery rate was 79.04%. Descriptive statistical analysis, reliability and validity analysis, correlation Statistical methods such as analysis, regression analysis and Sobel test were used for data processing. The research conclusions are as follows:
1.The civil servants in the district office have a moderate degree of job stress, job satisfaction, relational psychological contract and perception of turnover intention.
2.The civil servants in the district office have high job stress due to excessive workload.
3.Compared with the salary and workload, and the opportunity for promotion, the civil servants in the district office are less satisfied with their jobs, and their internal satisfaction is higher than their external satisfaction.
4.The relational psychological contract of the civil servants in the district office with a clearly planned career path is relatively low.
5.The civil servants in the district office have a higher tendency to leave for other jobs.
6.The job stress of the civil servants in the district office has a significant positive influence on turnover intention; it has a significant negative effect on job satisfaction. Also, job stress on relational psychological contract, job satisfaction on turnover intention, and relational psychological contract on turnover intention all present negative effects.
7.The civil servants’ job satisfaction and relational psychological contract in district office have significant partial mediating effects between job stress and turnover intention.
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