A Study on Relationship between Role Stress and Job Involvement of Kaohsiung Personnel- Motivation as Moderator

• Main Authors: Yuh-hsian Wan, 萬玉仙
• Other Authors: Shwu Ming Wu
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/35001010202525642771

碩士 === 國立高雄應用科技大學 === 人力資源發展系 === 100 === Personnel management system performs a very important sector in the function team of government administration which makes great contribution and acts key role for providing services to the staffs of government, implementing personnel regulations, maintaining staff morals, improving performance and catalyzing organizational change. On the other hand, personnel organization in our country is an independent command and vertical integration management system with double-director interact supervises that caused role playing stress effect. Therefore, utilizing motivation mechanism to reduce role stress and to enhance job involvement for personnel staffs will make approaching personnel performance and tasks more effectively. This study aims to enquire into the dissimilitude, impact (adaptation) and moderating influence for each personnel individual of the affect by motivation application to role stress and job involvement. Results from 286 personnel staffs from Kaohsiung City Government indicated that the motivation effect to the job involvement for staffs on associate official rank performed better than supervisors on junior official rank. In the meantime, role stress is negative correlation with both job involvement and motivation factors, job involvement is positive correlation with motivation factors . According to the results, this study propose recommendation as follows: A. To establish organizational support and more fair management system, B. To specify job criteria, job categories , C. To utilize flexible facility of personnel functional department and personnel staffs organization structure, D. To set up management by object system and to pay more attention and care to personnel staffs, E. To assign the right authority to the right level of officials and to improve the recognition and respect acknowledgement for the personnel professionalism. F. To form personnel profession identity, to create personnel service value, to raise the concept of rule of law, humanities quality and administration effectiveness of personnel staffs and to promote profound human capital of personnel staffs. G. To approach confidence and credit from the administration supervisor and to consolidate the trust and coordination form parallel department or other division.