| Summary: | 碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 98 === The purpose of this research is to explore the correlation between civil servants’perceived fairness of job promotion and their turnover intention, as well as the mutual influence and relationship between the research variables. The researcher also analyzed the differences among research variables, taking demographic factors into account. The purpose is to identify the problems in operating the existing job promotion systems. Methodologies adopted for this study include secondary data analysis and questionnaire surveys. The research focused on employees of the land offices in Taipei City. A total of 621 questionnaires were distributed. Among the 474 questionnaires retrieved, 31 invalid replies were excluded. A total of 443 valid questionnaires were therefore collected, with a recovery rate of 71.34％。
The survey results were collated and analyzed by the SPSS12.0 (Chinese Version) statistical analysis software. Based on the results of this research, the major findings of the research are as follows:
1.In terms of perceived fairness of job promotion, civil servants working in land offices tend to have a higher perception of “Procedural Fairness”.
2.Civil servants working in land offices have a medium level of turnover intention.
3.There is a significant negative correlation between civil servants’ perceived fairness of job promotion and their turnover intention. Of the variables, the distributive fairness of job promotion has a significant negative influence on turnover intention.
4.Organizational commitment creates comprehensive mediating effects on the correlation between civil servant’s perceived fairness of job promotion and their turnover intention.
5.Job involvement creates partial mediating effects on the correlation between civil servant’s perceived fairness of job promotion and their turnover intention.
6.In terms of the influence of civil servants’ background factors, there is a significant difference between managerial and non-managerial positions in terms of perceived fairness of job promotion. As for turnover intention, significant difference was found in three variables, i.e., age, education, and managerial/non-managerial position. For value commitments, significant difference exists only in the item of managerial/non-managerial position. For effort commitments,the items showing significant difference are: managerial/non-managerial positions, working years as a civil servant and working years in the current organization. For retention commitment, significant difference was found in the following items: age, education, managerial/non-managerial position, working years as a civil servant and working years in current organization .For job involvement, significant difference was also found in the above items, i.e., age, education, managerial/non-managerial employees, working years as a civil servant and working years with the current organization.
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