本研究旨在瞭解臺北市政府都市發展局(以下簡稱都發局)員工工作生活品質與工作績效關聯之現況，探討個人屬性在工作生活品質與工作績效之差異性，及工作生活品質與工作績效間相關性，研究並提供為主管機關改善都發局員工工作生活品質及工作績效參考，提升組織效能。
本研究係採問卷調查法，問卷經預試修正後，以臺北市政府都市發展局為研究母群體，採抽樣調查方式施測，共202份有效問卷。研究問卷內容包括工作生活品質量表、工作績效表及個人基本資料。問卷資料蒐集運用電腦統計套裝軟體SPSS 進行統計與分析，以敘述性統計分析、獨立樣本T檢定、單因子變異數分析、相關分析及多元迴歸分析等推論性統計方法來進行資料處理，本研究經實證研究分析，歸納結果如下：
一、都發局員工對工作生活品質知覺平均有70.79%表示滿意。各因素平均數比率，以「工作層面」最高(73.44%)，其次為「組織層面」(70.24%)，以「個人層面」最低(66.20%)。
二、都發局員工對工作績效程度平均有75.95%表示認同。各因素平均數比率，以「脈絡性績效」最高(79.83%)，其次為「適應性績效」(74.70%)，以「任務性績效」最低(72.30%)。
三、不同個人背景屬性之都發局員工對工作生活品質知覺之差異情形，其中教育程度具有顯著差異存在。
四、不同個人背景屬性都發局員工對工作績效程度之差異情形，其中職務、婚姻狀況、年齡及本機關服務年資等四項具有顯著差異存在。
五、工作生活品質及其因素與工作績效間均具正相關性。
六、工作生活品質構面中「個人層面」及「工作層面」構面等因素對「任務性績效」具有16.3%預測力；另「個人層面」因素對「脈絡性績效」具有19.2%預測力；「個人層面」因素對整體「工作績效」具有19.8%預測力。
根據實證研究及統計分析結果，提出建議如下:
一、對機關行政管理上之建議:增加員工的工作成就感；適度調整福利待遇，以提升員工士氣；建立公平的升遷、考核制度；激發同仁的團隊合作；建立職務輪調機制；定期舉辦員工與局長有約，以瞭解基層心聲。
二、對人事單位之建議：改善機關的獎勵作業方式；增加多元化的訓練課程；加強員工尊榮感；協助員工轉介協談，紓解工作壓力。
三、對員工個人之建議：強化個人對工作的正向思考；加強學習新知的動力；勇於面對環境的變動與未來的挑戰。
關鍵詞：工作生活品質、工作績效、臺北市政府都市發展局 / The purpose of this research is to understand the situation of quality of working life and job performance of civil service personnel of urban development bureau of taipei city government. It discusses the differences of personal property between quality of working life and job performance and the relationship between quality of working life and job performance. It also provides advices for controlling organization to improve the quality of working life and job performance of civil service personnel to increase organization efficiency.
Questionnaire survey method is employed in this research while it makes use of urban development bureau of taipei city government and its affiliated civil service personnel as its subjects of research. There are 202 copies of questionnaire are valid. The content of questionnaire includes the scale for quality of working life, scale for job performance of employee and personal information.It uses statistic software SPSS to analyze these data.Descriptive statistics analysis, t-Test, One way ANOVA, Pearson product-moment correlation and multiple-regression analysis are used to process these information. The results are as follows:
1. An average of 70.79% of urban development bureau of taipei city government and its affiliated civil service personnel present their degree of satisfaction about quality of working life.The degree of satisfaction with “work stratification plane” is the highest among all factors (73.44%), and others in order are: “organization stratification plane (70.24%),” and “individual stratification plane (66.20%).”
2. An average of 75.95% of urban development bureau of taipei city government and its affiliated civil service personnel has shown their agreement on job performance.The degree of satisfaction with “contextual performance” is the highest among all factors (79. 83%), and others in order are: “adaptive performance (74.70%),”and “task performance (72.30%)”.
3. Different backgrounds of the public official of urban development bureau have shown different degree of perceptions about quality of working life. Among all the factors, educational background have the most obvious difference.
4. Different backgrounds of the public official of urban development bureau have shown different degree of perceptions about job performance. Among all the factors, position,marital status ,age and the age service seniority have the most obvious difference.
5. Between the quality of working life and the job performance, their factors are all positive related.
6. In the aspect of the quality of working life, it is found that employees have a 16.3% of predicting power to “task performance” regarding the factors of “individual stratification plane ” and “work stratification plane”; There is a 19.2% of predicting power to“contextual performance” regarding the factors of “individual stratification plane”; There is a 19.8% of predicting power to job performance regarding the factors of “individual stratification plane”.
According to the research and statistic analysis, suggestions are presented as follows:
1. The recommendation of administrative management: Increasing employee job satisfaction; Appropriately adjust the benefits to boost staff morale;Establishing a fair promotion and performance appraisal system;Inspired team of colleagues;Establishment of job rotation mechanism;.
2. The recommendation of the personnel unit: Practices to improve the agency's award; Increasing a variety of training courses ; Increasing in staff a sense of honor; On the referral agreement to help staff to relieve work pressure;Regular discussions with employees to understand the aspirations of the grassroots.
3. The recommendation of personal:Strengthening the positive thinking individuals to work ;Enhancing motivation to learn new knowledge;The face of environmental changes and future challenges.
Keywords: quality of working life, job performance, urban development bureau of taipei city government
| Identifer | oai:union.ndltd.org:CHENGCHI/G0098921086 |
| Creators | 潘立山, Pan, Li Shan |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
Page generated in 0.0026 seconds