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| Title: | 新進人員心理契約違反對公務人員離職傾向及行為之影響－以計畫行為理論為分析架構
The Impact of New Entrants’ Psychological Contract Breach on Civil Servants’ Turnover Intentions and Behaviors－ Using the Theory of Planned Behavior as the Analytical Framework |
| Authors: | 鄭君浩
Cheng, Chun-Hao |
| Contributors: | 董祥開
Dong, Hsiang-Kai
鄭君浩
Cheng, Chun-Hao |
| Keywords: | 心理契約違反
離職傾向
離職行為
計畫行為理論
Psychological contract breach
Turnover intentions
Turnover behavior
Theory of Planned Behavio |
| Date: | 2021 |
| Issue Date: | 2021-08-04 16:08:48 (UTC+8) |
| Abstract: | 公務人員經常被視為工作穩定的職業，但隨著日漸增加的業務，退休金及福利的縮減，離職人數也逐漸呈現升高的趨勢，許多新進人員進到公部門後，發現公務人員的職業已不若以往的期待。近年來，許多研究發現，心理契約違反會影響其離職傾向，因此，本研究目的欲探討新進人員心理契約違反對公務人員離職傾向及行為之影響，並且透過計畫行為理論的架構來進行分析，以瞭解公部門心理契約違反情形，並進一步探討是否會影響離職傾向及離職行為。
本研究研究對象為採全面實施問卷調查方式進行，以基隆市政府及所屬機關為研究對象，共計發放170份問卷，取得回收有效問卷計123份，經分析結果發現，心理契約違反對於離職傾向達顯著差異；同時，計畫行為理論對於預測離職傾向有效，其中對組織的態度及知覺行為控制是重要的變項，且較高的離職傾向亦較容易出現離職行為。本研究依據上述研究結果進行討論並提出實務相關建議，供公部門人力相關政策及後續研究之參考。
Public servants are often regarded as a stable occupation, however, with increasing of working load and decreasing of pensions and welfare benefits, many new recruits found out that the career of civil servants is no longer as good as expected, thus the number of resignations has gradually increased. This study attempts to analyze the impact of new entrants’ psychological contract breach on civil servants’ turnover intentions and behaviors. By adopting the theory of planned behavior （TPB）, this study constructs an analytical framework so as to investigate the current situation of psychological contract breach in the public sector, and the its effects on public servants’ turnover intentions and behaviors.
To do so, we adopted the questionnaire survey method; the analysis subject is all new recruits within three years in the Keelung City Government and its subordinate agencies. Totally there are 170 respondents, of which 123 are valid. The analysis results indicated that the turnover intention is significantly affected by psychological contract breach. The results also reveal that the theory of planned behavior can be effectively used to predict turnover intentions, and the attitude on organization and perceived behavioral control are two important variables, Furthermore, the empirical results also indicated that the higher turnover intention will lead to higher motivation of turnover behaviors. Finally, based on the results and further discussions, some recommendation for developing human resource strategies and avenue of future research are proposed. |
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| Description: | 碩士
國立政治大學
行政管理碩士學程
107921089 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0107921089 |
| Data Type: | thesis |
| DOI: | 10.6814/NCCU202100968 |
| Appears in Collections: | [行政管理碩士學程(MEPA)] 學位論文
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