| Summary: | 碩士 === 國立政治大學 === 行政管理碩士學程 === 91 === Abstract
After the Third Reading, the Legislative Yuan passed the Procurement Act on May 1st, 1998. And on May 27, 1998 the President announced the ‘Government Procurement Act’, which is considered by all government agencies and the engineering industry as a major milestone. It became effective on May 27, 1999. Procurement process is an important integral of government administration. Apart from personnel expenses, a large part of the government budget is assigned to procurement so that various policies can be implemented. Therefore, the procurement system is closely related to the success and failure of government policies. Furthermore, 80% of the government budget is assigned for procurement; it affects not only the government but also the private sector. Many businesses’ livelihood and development rely on procurement from the government. Therefore,
it is necessary to have a set of comprehensive laws to regulate ‘government procurement’. Hence, this Act is considered the most important law since the constitution. It has been three years since it became effective. The Act designed with good intensions. However, there are more than forty subsections, and it has gone through many changes and amendments. There are numerous explanation documents as well. How has the Act affected government procurement officers?
It is necessary to do an in-depth study and research on the procurement officers’ pressure from work, job satisfaction, and tendency to quit. Most researches study the procurement problems from an institutional or regulatory perspective. But this study will discuss procurement related issues from procurement officers’ point of views. Government procurement officers execute the procurement tasks; if they are not motivated to uphold the policies, no matter how good the laws are, they won’t be effective.
Therefore, I hope through this study we will be able to find out the problems facing procurement officers and possible solutions. This study is oriented from human point of view, and it is a study of the impact of the Government Procurement Act on procurement officers’ pressure from work, job satisfaction, and tendency to quit. Examples used in the study are procurement officers and executives from central government agencies of the Executive Yuan. Research methods include surveys and in-depth interviews. The results of this study prove the following:
1. There is no obvious difference in job satisfaction due to procurement officers’ personal backgrounds, such as gender, age, rank, job title, years of experience in serving the government, years of experience as procurement officer, and types of procurement duty.
2. Degree of pressure from work is related to different personal backgrounds. This is especially obvious with appointed procurement officers.
3. Tendency to quit is related to personal backgrounds; it is especially related to ‘years of experience as procurement officer’ and ‘rank’.
4. There is an obvious correlation between job satisfaction and pressure from work; the greater degree of pressure is the lower degree of job satisfaction.
5. There is an obvious correlation between job satisfaction and tendency to quit. People with higher degree of job satisfaction have lower degree of tendency to quit.
6. There is an obvious correlation between pressure from work and tendency to quit; the greater the pressure is the higher degree of tendency to quit.
7. Most procurement officers support implementing a job-rotation system.
8. The appointed procurement officers have the greatest pressure from work and are most likely to quit.
9. Procurement officers consider the greatest job satisfaction comes from ‘satisfaction of superior or fellow officers’, ‘harmonious work relations with colleagues’, ‘timely assistance and instructions from superior officers’.
10. The greatest pressure of procurement officers comes from the numerous government procurement laws and regulations.
Key word：
Procurement Officers；Job Satisfaction；Work Pressure；turnover intention.
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