政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/122630
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文笔数/总笔数 : 113648/144635 (79%)
造访人次 : 51569743      在线人数 : 980
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜寻范围 查询小技巧：
  • 您可在西文检索词汇前后加上"双引号"，以获取较精准的检索结果
  • 若欲以作者姓名搜寻，建议至进阶搜寻限定作者字段，可获得较完整数据
    •  进阶搜寻


    请使用永久网址来引用或连结此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/122630


    题名: 與生俱來與後天培養：影響公務人員創新態度與行為的因素分析
    Innate Personality and Acquired Ability: Factors Affecting Innovation Attitude and Behavior of Public Servants
    作者: 李仲彬
    Lee, Chung-Pin
    贡献者: 公共行政學報
    关键词: 政府創新;人力資源管理;公務員;公共服務動機;心理特徵
    policy innovation;human resource management;public servant;public service motivation l psychological characteristics
    日期: 2018-03
    上传时间: 2019-03-22 16:18:06 (UTC+8)
    摘要: 組織成員的創新動能（意願態度、行為）是組織創新的重要關鍵，現有文獻認為影響人員創新的因素包含內在心理素質（例如人格特質或動機）以及外來人力資源發展措施（例如輪調、激勵、訓練），可惜的是，過去相關研究多以私部門為背景，對公部門的解釋力不足。本文主要研究問題為影響公務人員創新態度與行為的因素有哪些？內部心理素質因素、外來人力資源發展措施的影響效果各自如何？透過對近兩千位地方政府基層主管的分析，本文發現外來與內在力量都會產生影響。外來人力資源發展措施中，工作自主性對公務人員創新的態度與行為都有提升效果，繼續進修則僅會加強創新的態度意願，對行為沒有顯著影響。此外，政治型領導方式對公務人員創新的態度與行為都有提升作用，這可能與我國政府的創新常是一種政治（行政強制性）力量驅使有關。至於內在心理素質部分，正向人格特質（包含樂觀、幽默、自信等）對創新態度與行為有最顯著的推力，保守的人格特質則是最顯著的阻礙特質。由於心理人格特質是每個人從小至大社會化的養成結果，是一種較難撼動的力量，若公務人員缺乏正向人格特質，只能仰賴後天、外來人力資源管理措施加以平衡或甚至對抗，以綜合產生正向的創新態度與行為。
    By using data from a questionnaire survey aimed at local government first-line managers, the purpose of the present study is to discuss the influence of intrinsic and extrinsic forces on the innovative behavior of civil servants. Intrinsic psychological forces are the psychological characteristics of individual public servants, e.g., public service motivation, egoism. Extrinsic forces are the attempts made by public sector organizations to enhance human resources, e.g., job rotation (in order to increase task diversity), educational training, flexible personnel regulations, rewards, authorization, team creation, leadership opportunities, informal group creation, etc. These two types of independent variables are used to predict public servants’ innovative behavior. The results of this research have important implications for practitioners. It is directly related to the effectiveness of public servant human resource development programs and the development strategy of public servant human resource management. Public servants` willingness to innovate is also directly tied with government performance. The theoretical implications of the results are also important, since they allow for a reconciliation of human resource development activities with individual innovative behavior, thereby bridging a gap often ignored in past literature.
    關聯: 公共行政學報, 54, pp.1-40
    数据类型: article
    显示于类别:[公共行政學報 TSSCI] 期刊論文

    文件中的档案:

    档案 大小格式浏览次数
    24.pdf1257KbAdobe PDF2459检视/开启


    在政大典藏中所有的数据项都受到原著作权保护.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回馈