A Research on Job Performance of Government Ethics Officials

• Main Authors: Ruey-Chi Wang, 王瑞琦
• Other Authors: Chih-chun Chiu
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/11503415098349634970

碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 95 === This study tries to realize government ethics officials’ job performance stress caused by work requirement and to provide suggestions for improving the current work evaluation system based on research findings. This study is based on the Questionnaire on Job Performance of Government Ethical Officials which is designed by the author. 502 copies of the questionnaire were sent to government ethical officials, and 155 effective samples were received in return. The conclusions are as followed: In terms of the pressure origins of the ethical work performance, the top three items are: 1. The superior authority requests to submit reports of the preventions and investigation cases every year. 2. When the senior officials are involved in illegal cases, ethical officials tend to meet more pressure. 3. Ethical officials do not have judicial power; however, they are obligated to find out corruption clues. Reactions to Pressure: 1. 51.6% of those who do not meet the anticipated achievements performance score, tend to become less ambitious on their performance achievements for the following year. 2. 44.5% of the ethical officials will be frustrated and have the distraction problem of because of insufficient professional consultation. 3. 58.7% of the ethical officials can positively face the pressure when they are unable to meet the performance requirements. 4. 57.4% of the ethical officials suffer from some physical or mental uncomfortableness such as weariness and backaches when they are confronted with the achievements pressure. 5. In order to strive for the better achievements performance, 30.3% of the ethical officials have insomnia and absent-minded syndromes. In general, the proposed hypotheses, analyses on individual variation and work performance pressure in this study have reasonable support and found that the achievements pressure origin and the pressure response have positively related. I sincerely expect that the authority of ethical work places the emphasis on the influence aspect. This will not only moderately transfer the achievements pressure into the performance output but also reduce the side-effects because of the achievements pressure, which will ultimately help the ethical department to function successively.