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| 題 名 | 公務人員待遇福利誘因、公共服務動機與知覺組織支持對離職意圖之影響=The Impact of Compensation and Benefit Incentives, Public Service Motivation, and Perceived Organizational Support on Turnover Intention of Civil Servants |
|---|---|
| 作 者 | 張國偉; | 書刊名 | 中國行政評論 |
| 卷 期 | 32:1 2026.03[民115.03] |
| 頁 次 | 頁71-91 |
| 分類號 | 572.43 |
| 關鍵詞 | 待遇福利誘因; 公共服務動機; 知覺組織支持; 離職意圖; Compensation and benefit incentives; Public service motivation; PSM; Perceived organizational support; POS; Turnover intention; |
| 語 文 | 中文(Chinese) |
| DOI | 10.6635/cpar.202603_32(1).0003 |
| 中文摘要 | 現代公務體系中,人力資源管理面臨外部市場競爭與內部制度變革的雙重挑戰,使得留任意願的維繫成為核心課題。本研究利用文獻歸納,釐清待遇福利誘因、公共服務動機與知覺組織支持對離職意圖的影響及其相互之間的關係。文獻歸納的結果發現:第一,待遇福利誘因雖是吸引人才的基礎,但其對抗外部薪酬「拉力」的效果有限,特別是針對具高市場議價能力的專業職系。第二,公共服務動機作為內在驅動力,能提供工作意義及價值並緩衝離職意圖,但其效果深受個人與組織契合度的調節,若工作環境無法實踐其價值,則可能導致失望性離職意圖。第三,知覺組織支持在文獻中則被視為相當強大的工作資源,能有效滿足員工的安全感需求並緩衝工作倦怠,對降低離職意圖具有穩定且顯著的負向影響。最後,本研究建議公部門應建立具競爭力的彈性薪酬制度,並優先強化全方位的組織支持與領導關懷,以修復年金變革後的心理契約,以降低人才流失風險。 |
| 英文摘要 | In the contemporary public service system, human resource management faces dual pressures from external market competition and internal institutional reforms, making the maintenance of retention intention a core issue. This study employs a literature review method to clarify the impacts of compensation and benefit incentives, Public Service Motivation (PSM), and Perceived Organizational Support (POS) on turnover intention and their interrelationships. The findings indicate: (1) Compensation and benefit incentives, while fundamental for attracting talent, have limited effectiveness in counteracting external "pull" factors, especially for professional categories with high market bargaining power. (2) Public Service Motivation (PSM), as an intrinsic driver, provides job meaning and buffers turnover intention. However, its effectiveness is moderated by Person-Organization Fit (P-O Fit); a failure to realize values within the environment may lead to disappointed turnover. (3) Perceived Organizational Support (POS) is regarded as the most powerful job resource. It effectively meets employees' needs for security, buffers job burnout, and has a stable and significant negative impact on reducing turnover intention. Finally, this study recommends that the public sector establish competitive and flexible compensation systems while prioritizing holistic organizational support and leadership care to repair the psychological contract post-reform and reduce the risk of talent loss. |
本系統中英文摘要資訊取自各篇刊載內容。