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來源資料
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題 名 | 世代因素對公務人員工作價值觀影響之實證分析:以考試院暨所屬機關為例=The Empirical Analysis of Working Values from Public Employees in Different Generations: A Case Study of Examination Yuan |
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作 者 | 蔡秀涓; | 書刊名 | 東吳政治學報 |
卷 期 | 18 2004.03[民93.03] |
頁 次 | 頁41-67 |
分類號 | 573.4 |
關鍵詞 | 世代; 嬰兒潮世代; X世代; 公務人員; 工作價值觀; 考試院; Generation; Baby boomers; Generation Xers; Working values; Public employee; Examination yuan; |
語 文 | 中文(Chinese) |
中文摘要 | 以組織員工的人口特性為分類基礎,進行差異化與多樣化管理,已成為當代組織追求卓越績效目標時,必須高度關注的管理議題之一。其中,對於不同世代工作者的工作價值觀予以瞭解,更是受到晚近研究者諸多關切。然而,衡諸國內外相關文獻,以不同世代公務人員工作價值觀為研究主題者卻甚為稀少。 因此本研究最主要目的,就在於探索世代因素是否會形成我國不同世代公務人員工作價值觀的明顯差異。本研究主要是以文獻檢閱法和次級實證資料分析法為主,研究對象則是考試院暨所屬機關之公務人員。 研究發現,世代因素對於公務人員部分的工作價值觀的確會產生明顯的差異。屬於較年輕的X世代受訪者與較年長的嬰兒潮世代受訪者相較,明顯地更為重視薪酬晉升此外在工作價值。但在總體工作價值觀、內在工作價值、以及權力名望此外在價值,則不同世代受訪者並無顯著差異性看法。總體研究呈現不同世代公務人員工作價值觀同質性高於異質性的結果。如此結果與國內外部分相關研究結論頗為一致。 文末,本研究則針對相關研究結果提出討論,並論述在理論研究方面,後續應有更多相關研究的累積才能對此議題有更周全的了解。而在實務管理方面,則應增加績效報酬與快速升遷制度的機制,才能符合不同世代公務人員的工作價值觀。 |
英文摘要 | Based on the classification of the population characteristic in organizational employees for differentiated and varied management, it becomes one of mainly focusing management topics for pursuing best performance in organization.。In this topic, lot of researchers pay more attentions to this issue which is about the working values in different generations. However, it seemed to be little for these kinds of literatures which are about the research for working values of public employees in different generations. The main purpose in this paper is to explore whether there are exist different working values in different generational public employees. In this study, the used methods are literature review and analysis of secondary empirical data. The sample of the target group is the related public employees in Examination Yuan. The study shows the generation really had the influence for the part of working values in public employees. Compare with elder Boomers, the younger GenXers pay more attention to the externally working values which is about raising salary and promotion. It is no significant difference for different generations among overall working values , internal working value , and external values in power and promotion. Overall, the research shows the result for working values of public employees in different generations: That is commonality higher than difference. The findings match the result for related report of this field in worldwide. In the end of paper, the author makes some conclusions, and articulates there are in need of more theoretical studies to understand comprehensively the issue. In practical management, the author argues more flexible mechanisms for promotion and performance pay can meet the working values of public employees in different generations. |
本系統中英文摘要資訊取自各篇刊載內容。