| Summary: | 碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 98 === With the continued development and application of information technology(IT), IT staffs in local government agencies are now playing a more important role, and they are assuming greater responsibility and experiencing higher levels of pressure than ever before. IT staffs are exposed to high levels of job pressure, and if they do not derive job satisfaction from their daily work, it is likely that a higher intention of career transfer will result. This study examines, the relationships between job pressure, job satisfaction and the intention of career transfer among IT staffs, and also attempts to identify policy recommendations that will be effective in raising the level of job satisfaction, lowering job pressure and reducing the intention of career transfer. It is hoped that this thesis will provide a positive contribution to the overall performance of government agencies.
We explore the following questions: (1) Do the levels of job pressure, job satisfaction and intention of career transfer of local government IT staffs vary according to the attributes of the individuals under study? (2) Does the level of job pressure affect job satisfaction in local government IT staffs? (3) What is the relationship between job pressure and intention of career transfer? And what is the relationship between job satisfaction and intention of career transfer? We surveyed IT staffs working in various Taipei City Government agencies via questionnaires, and we employed a five-point Likert scale to elicit responses from the individuals surveyed. We then employed statistical methods such as T-test, One-Way ANOVA and Regression Analysis to analyze the responses in the hope of being able to answer the questions posed by this study.
The results of this study indicate that (1) personal attributes do exhibit a significant variance on job pressure, job satisfaction and intention of career transfer; (2) various dimensions of job pressure have a significant negative effect on job satisfaction; (3) the significant effect of job pressure on the intention of career transfer partially holds, with “workload,” “role characteristics” and “professional knowledge and capability” exhibiting a significant positive effect on the intention of career transfer. Furthermore, the significant effect of job satisfaction on the intention of career transfer partially holds, with “job responsibilities”, “promotion and reward” and “organizational communication” exhibiting a significant negative effect.
Based on the findings of this study, we have provided recommendations to government agencies on management practices, IT staff and follow-up research.
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