Loading...
|
Please use this identifier to cite or link to this item:
https://nccur.lib.nccu.edu.tw/handle/140.119/150275
|
| Title: | 影響馬來西亞廣播電台愛FM員工報考公務員的原因之研究
A Research of the Influencing Factors on the Employees of Malaysian National Radio Broadcasting Station Ai FM to Become Government Servants |
| Authors: | 徐曉薇
WEI, CHOO SEAU |
| Contributors: | 董祥開
徐曉薇
CHOO SEAU WEI |
| Keywords: | 馬來西亞
公務員
激勵因素
散工(piecemeal)
愛FM
Malaysia
Government servant
Motivation
Piecemeal
Ai FM |
| Date: | 2024 |
| Issue Date: | 2024-03-01 14:19:03 (UTC+8) |
| Abstract: | 在馬來西亞，公務員算是是一份相當吃香的職業，因爲根據馬來西亞公共服務局的數據， 截至2022年底，馬來西亞的公務員人數約為160萬人。雖説馬來西亞的公務員體系龐大，但也不是人人都爭著、搶著去報考。在國營的馬來西亞廣播電視台（Radio Television Malaysia，簡稱RTM）工作的「piecemeal」（中譯為「散工」，屬於約聘僱制的臨時員工），雖長年在政府機構上班，卻無意成爲公務員。本研究透過內在激勵和外在激勵的系絡，深入探究影響電台員工報考公務員的原因。而從研究得知，對在馬來西亞廣播電台愛FM工作的「散工」而言，選擇報不報考公務員，内在激勵和外在激勵因素都起著一定程度的作用，其中，以内在激勵因素的影響較爲顯著。
In Malaysia, government servant is a considerably popular occupation. According to the statistics provided by Public Service Department Malaysia, as of the end of 2022, the total number of government servants in Malaysia is approximately 1.6 million people. Although the civil service system in Malaysia is considered massive, but people are not eager to apply and be a part of the system. Even though the “piecemeal” (temporary employees with contract) working at the state-owned Radio Television Malaysia (RTM) for many years, surprisingly they are not interested to be a government servant. Through the approach of intrinsic motivation and extrinsic motivation, this research is intended to explore the influencing factors on the radio broadcasting station employees to become government servants. Based on the research outcome, from the perspectives of “piecemeal” working in the Malaysian National Radio Broadcasting Station Ai FM, their decision-making on taking the civil service examination and becoming government servants is affected by both intrinsic motivation and extrinsic motivation to a certain extent, which the influence of intrinsic motivation is much significant. |
| Reference: | 參考文獻
中文文獻
毛國楠(1985)。職業成熟與職業興趣的相關研究。教育心理學報,(18),229-237。
王菲、史艳芳(2009)。高职院校学生性格对职业兴趣影响的调查研究。长春理工大学
学报。
江斌玉(1988)。激勵行為與績效之研究。銘傳學報。第24 期。81-110。
吳定 (1996)。組織發展: 理論與技術。台北: 天一圖書公司。
吳紹宏 (2010)。公共部門工作動機研究之激勵理論綜述。理論月刊，（9），63-65。
李娸維, 高瑞新, 廖翊雅, & 劉文宏 (2010)。台灣漁會領導型態與激勵制度對員工工
作績效影響之研究。公共行政學報, (36), 91-123。
宋世明、莽九晨、& 崔寅（2011）。國外公務員報考調查。21 世紀，(001)，16-19。
邱家榆（2019）。文創園區經營策略-以松山文創園區為例〔碩士論文〕。東海大學。
卓越（2000）。馬來西亞公務員工資福利制度改革。人事，(5)， 42-43。
孫本初（2004）。從人力資源發展觀點論高階文官培訓制度之設計原則。考銓季刊，第
39期，頁36-46。
林宗賢(2008)。國小教師激勵因素與工作投入關係之研究〔碩士論文〕。中原大學。
林晓蕾, 张智威, & 李玉红 (2013)。公务员的福利。杂文选刊, (5), 56-57。
林鴻海（2017）。馬來西亞的公共行政。載於潘永強（編），當代馬來西亞：政府與
政治（頁235-259）。吉隆坡：華社研究中心。
陳向明（2002）。社会科學質的硏究。五南圖書出版股份有限公司。
陳仁傑（2017）。公務員不再是鐵飯碗。南洋商報，2月16日。
張春興 (1978)。心理學。臺北：東華書局。
許傳新（2007）。新生代農民工的身份認同及影響因素分析。學术探索, (3), 58-62。
許傳新（2007）。公務員熱的台前幕后。人力資源，(05S)，62-63。
黃英忠（1998）。人力資源管理。台北：三民書局。
萬文龍（2004）。深度訪談在質性研究中的應用。生活科技教育，37（4），17-23
楊朝祥(1989)。生計輔導-終生的輔導歷程。台北: 行政院青輔會。
鈕文英（2018）。質性研究方法與論文寫作（二版）。台北：雙葉書廊有限公司。
楊錫林、蔡盧浚 （2017）。速解心理學。五南圖書出版股份有限公司。
蒲勇健、趙國強（2003）。內在動機與外在動機。中國管理科學，第11卷第5期。
謝安田（1986）。人事管理。台北：三民書局。
賴惠德、楊惠雯（2018）。管理心理學。台北：雙葉書廊有限公司。
戴德勇（2003）。激勵措施對工作投入之影響—以台商外派幹部至大陸為例〔碩士論
文〕。大葉大學。
蕭武桐（2006）。新公共服務與公務員的品德修養。國家菁英季刊，第2卷第1期。
顧穎（2014）。基於薪酬激勵機制下鄉鎮公務員公共服務能力提升探討。商，（15），
17-17
英文和馬來文文獻
Aarabi, M. S., Subramaniam, I. D., & Akeel, A. B. A. A. B. (2013).Relationship between
motivational factors and job performance of employees in Malaysian Service Industry.
Asian Social Science, 9(9), 301-310.
Adams, J. S., & Freedman, S. (1976). Equity theory revisited: Comments and annotated
bibliography. Advances in experimental social psychology, 9, 43-90.
Alderfer, C. P. (1972). Existence, relatedness, and growth: Human needs in organizational
settings. Free Press.
Apfel, J. (2013). Understanding motivations of sector switchers. Public Organization Review,
13, 291-304.
Asad, S., & Dainty, A. R. J. (2005). Job motivational factors for disparate occupational groups within the UK construction sector: A comparative analysis. Journal of Construction Research, 6(2), 223–236.
‘Abd al-Maji:d Sayyid Ahmad Mansu:r, Muhammad bin ‘Abd al-Muhsin al-Tuwayjiriyy &
Isma‘i:l Muhammad al-Faqiyy. (2004). ‘Ilm al-Nafs al-Tarbawiyy. Riyad: Maktabat
al-‘Abi:ka:n
Ahmad, M. Z., & Manaf, M. F. A. (2017).Penggunaan motivasi intrinsik dan motivasi
ekstrinsik untuk belajar Bahasa Arab. Persidangan Antarabangsa Pengajian
Islamiyyat, 655-666.
Amstrong, M. (1999). A Handbook of Human Resource Management Practice (7th ed.).
London ; Dover, N.H.: Kogan Page.
Azeem, S., WeiBo, Z., Kaur, S., Jun, W., Salim, M., Iqbal, J., & Nehmeh, R. (2010). Factors
affecting organizational commitment among lecturers. Swiss Management Center.
4(12): 219-227.
Balkin, D. B., & Gomez‐Mejia, L. R. (1987). Toward a contingency theory of compensation
strategy. Strategic management journal, 8(2), 169-182.
Bernard, H.R. (2006). Research methods in anthropology. 4th edn. Lanham: Altamira Press.
Berg, B. (2008). Qualitative research for the social sciences. Pearson Education, Upper Saddle River.
Bozeman, B.(1993). A Theory of Government “Red Tape”. Journal of Public Administration
Research and Theory, 3(3),273-304.
Cacioppe, R., & Mock, P. (1984). A comparison of the quality of work experience in
government and private organizations. Human Relations, 37(11), 923-940.
Campbell, J. P., & Pritchard, R. D. (1976). Motivation theory in industrial and organizational
psychology. Handbook of industrial and organizational psychology, 1(63), V130.
Chamil Wariya（2010）. Malaysia. Media Global Matrix Sdn.Bhd. 275-276
Christopher Bowring-Carr dan John West-Burnham. (1999). Pembelajaran Berkesan di
Sekolah – Bagaimana Menyepadukan Pembelajaran dan Kepemimpinan untuk
Menghasilkan Sekolah yang Berjaya. (trj. Annuar Ayub). Kuala Lumpur: Institut
Terjemahan Negara Malaysia Berhad.
Crewson, P. E. (1995). A comparative analysis of public and private sector entrant quality.
American Journal of Political Science, 628-639.
Crewson, P. E. (1997). Public-service motivation: Building empirical evidence of incidence
and effect. Journal of public administration research and theory, 7(4), 499-518.
Deci, E. L., Ryan, R. M., Deci, E. L., & Ryan, R. M. (1985). Conceptualizations of intrinsic
motivation and self-determination. Intrinsic motivation and self-determination in
human behavior, 11-40.
Department of Information Malaysia. Malaysia Public Service. Retrieved from
www.penerangan.gov.my
Dessler,G. (1976). Organization and Management: A Contingency Approach. Prentice-Hall.
Dong, H. K. D. (2017). Individual Risk Preference and Sector Choice: Are Risk-Averse
Individuals More Likely to Choose Careers in the Public Sector? Administration &
Society, 49(8), 1121-1142.
Fatimah wati Halim, & Ling Sin Chieng.(2016). The relationship of self-determination and Big Five personality to achievement motivation and academic achievement. Jurnal
Psikologi Malaysia, 30(2), 114-126.
Greenberg, J. & Liebman, M. (1990). Incentives: The Missing Link in Strategic Performance.
Journal of Business Strategy, 11(4), 8-1
Guyot, J. F. (1960). Bureaucrats and businessmen. Yale University.
Hartman, R. W., & Weber, A. R. (1980). The rewards of public service: Compensating top
federal officials. (No Title).
Hall, D. T., & Goodale, J. G. (1986). Human resource management: Strategy, design and
implement. Scotland Foresmen Company.
Harun, H. (2006). Minat, motivasi dan kemahiran mengajar guru pelatih. Jurnal Pendidikan,
31, 83-96.
Herzeberg, C., Mausnener, F. & Snyderman, B.(1967). The Motivation to Work (2nd ed.).
New York: John Willey and Sons
Houston, D. J. (2000). Public-service motivation: A multivariate test. Journal of public
administration research and theory, 10(4), 713-728.
Kerlinger, Fred N.(1973). Foundations of Behavioral Research. (2nd ed.) New York: Holt,
Rinehart and Winston.
Kilpatrick, F. P., Cummings, M. C., & Jennings, M. K. (1964). The image of the federal service. (No Title).
Kranzusch, M. J. (1997). The effect of extrinsic and intrinsic reward systems on employee
motivation. The Union Institute.
Kreps, D. M. (1997). Intrinsic motivation and extrinsic incentives. The American economic
review, 87(2), 359-364.
Kvale, S., & Brinkmann, S. (2009). Interviews: Learning the craft of qualitative research
interviewing. sage.
Lawler III, E. E. (1990). Strategic pay: Aligning organizational strategies and pay systems.
Jossey-Bass.
LeCompte, M. D., Preissle, J., & Tesch, R. (1993). Ethnography and qualitative design in
educational research. Academic Press,.
Lewis,G.B.,& Frank, S.A. (2002). Who wants to work for the government? Public
Administration Review, 62(4), 395-404.
Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. sage.
Locke, E. A., Shaw, K. N., Saari, L. M., & Latham, G. P. (1981). Goal setting and task
performance: 1969–1980. Psychological bulletin, 90(1), 125.
Lyons, S. T., Duxbury, L. E., & Higgins, C. A. (2006). A comparison of the values and
commitment of private sector, public sector, and parapublic sector employees. Public
administration review, 66(4), 605-618.
Maslow, A. H. (1958). A Dynamic Theory of Human Motivation.
McClelland, D.C.(1961).The Achieving Society,Princeton. N.J.:Van Nostrand Reinhold Co.
Milkovich,,G.T.& J.Boudreau,(1987). Personnel:Human Resource Management. Business
Publication, 705
Ministry of Communication & Multimedia Malaysia (2022). Piecemeal. Surat Pekeliling
Ketua Setiausaha Kementerian Komunikasi dan Multimedia Malaysia. Bilangan 3
Tahun 2022.
Ministry of Communication & Multimedia Malaysia. Piecemeal. Retrieved from
www.kkmm.gov.my
Mohd, A. (2003). Bagaimana hendak mendorong semangat kerja: panduan
meningkatkandedikasi dan produktiviti orang-orang bawahan. PTS Publications &
Distributors Sdn. Bhd.
Muhamad Ali Embi (2005). Sistem Saraan Di Malaysia（Malaysia Remuneration
System）. Utusan Publication & Distributors Sdn.Bhd.,61
Norma Mansor,& Raja Noriza Raja Ariffin(2015). Public administration in Malaysia: origins,
influence and assessment. Routledge Handbook of Contemporary Malaysia,113
Noore Alam Siddiquee.(2013).The public bureaucracy: an analytical overview. Public
Management and Governance in Malaysia, 43
Patton, M. Q. (2002). Two decades of developments in qualitative inquiry: A personal,
experiential perspective. Qualitative social work, 1(3), 261-283.
Perry, J. L., & Wise, L. R. (1990). The motivational bases of public service. Public
administration review, 367-373.
Perry,J.L.(1996).Measuring public service motivation: An assessment of construct reliability and validity. Journal of Public Administrtion Research and Theory,6 (1), 5-22
Pfeifer, C. (2011). Risk Aversion and Sorting into Public Sector Employment. German
Economic Review, 12(1), 85-99.
Posner, B. Z., & Schmidt, W. H. (1982). Determining managerial strategies in the public sector: What kind of people enter the public and private sectors? an updated comparison of perceptions, stereotypes, and values. Human Resource Management (pre-1986), 21(2, 3), 35.
Public Services Commission of Malaysia. Malaysia Public Service. Retrieved from
https://spa.gov.my/spa/
Prendergast, C. (1999). The provision of incentives in firms. Journal of economic literature,
37(1), 7-63.
Rainey, H. G. (1983). Public agencies and private firms: Incentive structures, goals, and
individual roles. Administration & Society, 15(2), 207-242.
Rainey,H. G.(2014).Understanding and managing public organizations. 5th Edition.
Jossey-Bass, 273-274
Robbins,S.P.,(1978),Personnel:the management of human resources. Engewood Cliffs,
N.Y,:Prentice-Hall INC., 267-270
Robbins.(1992). Organization behavior.6th Edition. New Jersey: Prentice-Hall
Robinson, R. S. (2014). Purposive sampling. Encyclopedia of quality of life and well-being
research, 6, 5243-5245.
Schuster, J. R. (1974). Executive compensation—in the eyes of the beholder. Compensation
Review, 6(3), 67-71.
Schuler, R. S. (1988). Personnel and human resource management choices and organisational
strategy. Asia Pacific Journal of Human Resources, 26(1), 81-100\
Sharif Salleh. (2001). Hubungan antara faktor hygiene-motivator dengan kepuasan kerja
pekerja bukan eksekutif Celcom (M) Sdn. Bhd. Kawasan Timur, Kuching, Sarawak. Tesis Sarjana. Universiti Malaysia Sarawak.
Skinner, B. F. (1969). Contingencies of reinforcement. New York : Appleton-Century.
Super, D. E. (1984). Leisure: What it is and might be. Journal of Career
Development, 11, 71–80
Tilman, R.O.(1961). Public Service Commissions in the Federal of Malaya.The Journal of
Asian Studies 20(2): 181-96
Van der Wal, Z., De Graaf, G., & Lasthuizen, K. (2008). What’s valued most? Similarities and differences between the organizational values of the public and private sector. Public administration, 86(2), 465-482.
Van Fleet, D.D. & Griffin, R.W. (2006). Dysfunctional organization culture: The role of
leadership in motivating dysfunctional work behaviors. Journal of Managerial
Psychology. 21(5): 698-708.
Vroom, V. H. (1964). Work and motivation. New York, NY: Wiley & Sons.
Wan Rafaei, A. R. (1991). Research on Work Values in Malaysia and Thailand: A Cross-
Cultural Research Proposal. In The 4th International Postgraduate Research
Colloquium.
Wallace, M. J., & Fay, C. H. (1988). Compensation theory and practice. (No Title). |
| Description: | 碩士
國立政治大學
公共行政學系
104256039 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0104256039 |
| Data Type: | thesis |
| Appears in Collections: | [公共行政學系] 學位論文
|
Files in This Item:
| File |
Description |
Size | Format | |
|---|
| 603901.pdf | | 901Kb | Adobe PDF | 0 | View/Open |
|
All items in 政大典藏 are protected by copyright, with all rights reserved.
|
