臺北市政府公務人員心理資本與組織承諾之相關研究

Abstract

本研究旨在瞭解公務人員心理資本與組織承諾之現況，並探討不同背景變項公務人員心理資本與組織承諾間差異、心理資本與組織承諾間關係等。 本研究以服務於臺北市政府所屬機關編制內公務人員為研究對象，以問卷調查法進行資料收集，得到的有效樣本共349 名。本研究所使用的研究工具包括：「心理資本量表」及「組織承諾量表」暨「基本資料表」。調查所得資料，以t 考驗、單因子變異數分析、積差相關分析以及多元迴歸分析等統計方法進行處理。主要研究結果如下： 1.臺北市政府公務人員，整體心理資本呈現中上程度。 2.臺北市政府公務人員，整體組織承諾度屬中高度的認同水準。 3.公務人員背景變項中性別、年齡、婚姻狀況、子女數、公職服務總年資及職別在整體心理資本上有顯著差異。 4.公務人員背景變項中性別、年齡、婚姻狀況、子女數、服務年資、公職服務總年資、職別、機關規模及機關類別在整體組織承諾上有顯著差異。 5.臺北市政府公務人員心理資本與組織承諾為中高度相關，且其各層面間呈現顯著正相關。 6.在控制部分背景變項下，公務人員心理資本對組織承諾具有影響力，整體說來，擁有愈高「樂觀」者，組織承諾愈高。 最後，根據實證研究及統計分析結果，本研究提出九點建議，作為服務機關及人事主管機關、公務人員個人實務上之參考。The main purposes of this research were to understand the status of psychological capital and organizational commitment of civil servants’ in Taipei City Government, and also to explore the variables that influence the results. This research was mainly based on the questionnaire survey.The questionnaire was designed to survey civil servants in Taipei City Government. There were 349 valid questionnaires in this research. The survey consisted of three parts: Psychological Capital Questionnaire, Organizational Commitment Scale, and Demographic background information.Descriptive statistics analysis, t-test, one way ANOVA, Pearson product-moment correlation, and multiple-regression analysis were used for data analyss. The findings of study are below:

1.The civil servants’ psychological capital in Taipei City Government showed medium-high degree. 2. The civil servants’ organizational commitment in Taipei City Government showed medium-high degree. 3.There were significant demongraphic differences on psychological capital,including gender, age, marital status, the number of children , total service period , and positions. 4. There were significant demongraphic differences on organizational commitment,including, gender, age, , marital status, the number of children ,service period , total service period , positions,and the scale of administrative organization, the type of administrative organization. 5.There was a significant positive relationship between psychological capital and organizational commitment . 6. There was significant predictive power of civil servants’ part psychological capital on civil servants’ organizational commitment by controlling personal background information. And construct of “optimism” had highest regression coefficient in multiple regression analysis.

In the end of this study, the researcher concludes the findings and offers substantial suggestions for the administrative management, the personnel unit, and civil servant .