A Case Study of ROC Public Servants’ Attitude toward Merit Bonus－This Thesis Uses the Case of Taoyuan County Government as an Example

• Main Authors: Mei-Lin Jang, 張美玲
• Other Authors: 作者未提供
• Format: Others
• Language: zh-TW
• Published: 2004
• Online Access: http://ndltd.ncl.edu.tw/handle/h94dq5

碩士 === 銘傳大學 === 公共事務學系碩士在職專班 === 92 === In 1992, the ROC Executive Yuan started a pilot project to hand out merit bonus to its officials and employees who performed well in their positions. The next year, the project was officially implemented in the Executive Yuan and its subordinate organizations. This project represents a milestone in the ROC executive system’s performance management. This thesis not only compares the merit bonus systems in the US, UK and Canada but also surveys public servants of the Taoyuan County government on their feelings about the system, including their understanding and satisfaction of the system and how the system affects their work, commitment and career planning. Moreover, in-depth interviews were held with some administrators and personnel department officials to understand the challenges they are confronted with as well as possible solutions. This study draws upon the incentive theory and related literature, as well as analyzes the poll results and interviews, trying to reach the following objectives: 1. Understanding the merit bonus systems in advanced countries such as the US, UK and Canada; evaluating their results and find out their advantages and disadvantages. 2. Finding out public servants’ satisfaction rate for the current merit bonus system in Taiwan. 3. Reviewing the goals and problems of merit bonus systems and learning about their impacts on public servants’ attitude toward their job; making useful suggestions. In response to public opinion’s call for higher efficiency and performance, the ROC government models its merit bonus system on those of private enterprises. Hopefully, this study can contribute to our government’s competitiveness by offering some thoughts as to how to encourage public servants to raise their productivity.