政府機關人員組織承諾影響因素之研究--以嘉義縣政府為例

• Main Authors: Chen, Chao-Wei, 陳昭偉
• Other Authors: 廖坤榮
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/57556439407230378493

碩士 === 國立中正大學 === 政治學研究所 === 91 === To carry out “Government Reform”, the latest policy is to learn from the spirit of business cooperation, government officials need to recruit suitable experts in order to achieve this goal. To accomplish this program, it is necessary to evaluate the degree of organizational commitment and use it to determine the type of employment, permanent employees, contracted employees, or temporary employees such as outsourcing. Furthermore, due to the implementation of municipal law, loosened personnel system, and local government officials’ needs, expending employment is definitely expected. Besides that, political power change, like political party power changing and employing the same political party people, and political ecology, such as interference of representatives and illegal lobbying, have politically influenced human resource of the government. Moreover, these factors also affect government employees’ working rights, working attitude, and career path; at length, it sways their organizational commitment. This research paper used Chia-Yi County local government as the study example and mainly concentrated on analyzing the possible reasons why the government permanent employees, contracted employees, or temporary employees change their commitment to their organization. So, it can be used later on as an evaluation standard of new employment. Through the careful study, the finding is listed as follows: 1. The personal background vs. organizational commitment a. Gender and educational background do not affect an employee’s commitment to his organization in spite of his feelings, persistence, and moral standard. b. The older the employees are, the stronger feelings, persistence, and moral standard they have toward their organization. c. The more senior the employees are, the stronger feelings, persistence, and moral standard they have toward their organization. d. Management personnel tend to have stronger feelings, persistence, and moral standard than non-management personnel toward their organization. e. Permanent employees and contracted employees tend to have stronger feelings, persistence, and moral standard than temporary employees toward their organization. 2. Management factors vs. organizational commitment a. Management factors, like leadership style, job motivation, and job security, are directly related to organizational commitment. b. Permanent employees who are seriously affected by management factors have stronger organizational commitment. c. Temporary employees who are seriously affected by job motivation have stronger organizational commitment. 3. Political factors vs. organizational commitment a. Political power ecology has positive relation to employees’ organizational commitment. b. Permanent employees who are seriously affected by the political power change have weaker organizational commitment. c. Temporary employees who are seriously affected by political power ecology have stronger organizational commitment.