| Summary: | 碩士 === 長榮大學 === 高階管理碩士在職專班 === 100 === Abstract
After passing civil service entrance examinations, civil servants are employed to provide public service to people based upon their expectations. Having such sacred job and national duty, civil servants have the responsibility of being honest and diligent. Laziness may be human nature, but civil servants cannot be satisfied and settled with his or her stable job and fixed salary, they need to keep learning through self-reflection and self-advancement so that they would not be replaced.
Upon implementing an honest government and cultivating talents, Dr. Ching-te Lai, mayor of Tainan City, plays a leading role among five municipalities by setting up and implementing “Job Rotation by Fixed-term” system for civil servants since September 2011. Civil servants of city governments and authorities are required to undertake several short-term literal job changes. Employees who are in charge of license issue or purchase affairs in particular will be assigned to another job within shorter time, and contract employees are no exception. Two merits are expected by taking job rotation: first, to offer more positive learning opportunities and experiences for employees. Second, to avoid corruption and bribes, so that the exercise of public power is fair and effective. As long as these two goals are successfully achieved, public service system would be better and more effective.
This is a questionnaire-based study. Thirty-seven public servants of Districts Official in Tainan were subjects who participated in this study. A total of 382 questionnaires were issued with a return rate of 91.6%. From the collected 350 questionnaires, 329 samples are valid with applicable rate of 86.1%. The data is analyzed by using statistical methods such as analysis of variance (ANOVA), regression analysis, and hierarchical regression analysis to approve the assumption of this study. The findings of this research are as follows: 1. There is no significant difference between job rotation and personal background variables. 2. There is significant difference in terms of job satisfaction on personal background variables, but there is not between gender, age, seniority, marital status, and educational level variables. 3. There are significant differences in turnover intention in terms of employees’ marital status and educational background, while there is no significant difference in turnover intention in terms of sex, age, seniority and assigned duty. 4. Job rotation has positively significant influence on job satisfaction. 5. Job rotation has no significant influence on turnover intention. 6. Internal satisfaction has no significant influence on turnover intention, whereas external satisfaction has significant influence on turnover intention. 7. There is no mediating effect of job satisfaction between job rotation and turnover intention.
Based on the research results and management implication, this study comes up with concrete suggestions as references for academic sectors and public sector authorities.
Keywords: District Offices in Tainan, Job Rotation, Job Satisfaction, Turnover Intention
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