| Summary: | 碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 99 === The main thrust of public sector is to create public value effectivly. In general, the effectiveness of a public organization hinges on the diligence and efforts exerted by its members. The household registration offices offer front line services to the general public. To provide the best service quality, members of household registration offices need to exhibit organizational citizenship behavior. Yet, there exist no consensus about the antecedants of organizational citizenship behavior. Drawing from related literatures, it is worthwhile to explore the effects of leadership style and job characteristics on the organizational citizenship behavior. The main purpose of this study is to investigate factors affecting such hypothesized relationship of members from household registration offices.
The methodologies employed in the study are literature review and questionnaire survey. The questionnaire was administered to staffs in various regions of household registration offices under the Department of Civil Affairs, Taipei City Government. A total of 746 questionnaires had been administered, and 645questionnaires had been received, of which 622 were valid and 23 invalid. The response rate is 86%. The data was further analyzed through reliability and validity analysis, descriptive statistics, t-test, one way ANOVA, correlation coefficient analysis and regression analysis.
The empirical results are as follows:
1. The staffs in household registration from different backgrounds had not shown any significant difference in their perception toward leadership styles of the public manager. In other words, the household registration staffs perceive the leadership styles of their manager to be consistently high in initiating structure and high in consideration.
2. The staffs of different backgrounds demonstrate significant difference in their organizational citizenship behavior.
3. The staffs of different backgrounds perceive differently toward job characteristics.
4. There exist positive correlation among leadership styles, job characteristics and organizational citizenship behavior. This study also reveals that leadership styles moderat the relationship between job characteristics and organizational citizenship behavior.
The following suggestions are provided based on my empirical findings:
1. Customized education and training for newcomers should be emphasized. Single and unmarried workers are encouraged to participate in more social events.
2. The managers need to promote the organizational citizenship behavior.
3. The public managers must initiate change from themselves.
4. Leadership trainings for managers must be strengthened, and leadership skills must be employed accordingly.
5. Using performance measures to enhance the commitment of organizational members.
Aside from this, to supplement insufficiency of this study, the author suggests that future studies can cover wider scope and blend qualitative or field researchs to uncover the intricacy of this research topic.
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