政府機關各項採購案，從前期採購投標須知之制定、上網公告資訊之登錄、契約稿之草擬；中段之領投標作業、開標作業、決標公告之登錄與傳輸；至後期簽約、驗收作業等，流程複雜且環環相扣，均有賴機關內部秘書（總務）單位之採購人員從頭至尾包辦，故政府採購執行順利與否，與採購人員之工作滿足感有密切之相關。政府採購之採購效率，除了採購人員本身因素外，其直屬主管之領導型態亦是一重要之影響因素，成功的領導型態或方式可以增加部屬之工作滿足，進而提升工作績效。
本研究旨在探討「政府採購法」暨相關法令實施後，採購人員之個人屬性及其直屬主管領導型態等變項，對於採購人員本身工作滿足感之影響，以臺北市政府所屬各機關學校內總務秘書單位實際從事採購工作之人員為研究對象，運用問卷調查之研究方法進行實證研究，並根據研究結果，提出建議，以供有關機關參考。本研究採問卷調查法收集初級資料，問卷內容計有「工作滿足量表」、「領導型態量表」及「個人基本資料」等三大部分。針對研究回收所得之問卷，以 SPSS 10.0 統計套裝軟體程式，採用信度與效度分析、描述性統計、相關分析、獨立樣本T檢定及變異數分析等方法，進行資料分析。
由本研究獲得以下發現：
一、臺北市政府採購人員工作滿足感之情況，在工作滿足各構面以對工作伙伴的滿足感最高，其次依序為對上司、整體工作滿足感、薪資福利及工作本身的滿足感，而對升遷的滿足感最低。
二、個人屬性變項與工作滿足感之關係：
（一）採購人員職位不同，對其工作滿足感各個構面及整體滿足感有顯著差異。
（二）採購人員官職等不同，對其工作滿足感各個構面及整體滿足感有顯著差異。
三、主管領導型態與工作滿足感之關係：
（一）採購人員直屬主管之領導型態不同，對其工作滿足感各個構面及整體滿足感有顯著之差異。
（二）在「統合型管理（9,9型）」之直屬主管領導型態下，採購人員在工作本身、薪資福利、升遷、上司、整體工作滿足等構面的滿足感較高。
根據研究發現，提出建議如下：
一、對採購主管機關及各機關學校之建議
（一）健全人事升遷管道
（二）建立採購人員專業加給之獎勵制度
（三）適當配置各機關學校內採購人員之員額
（四）鼓勵採購人員直屬主管多採用「統合型管理（9,9型）」的領導型態
（五）強化採購人員專業訓練課程
（六）建構和諧的工作環境
二、對後續研究建議
（一）研究變項方面
影響工作滿足感的因素很多，建議後續研究者可就不同變項中，選取適合研究之主題，更深入的探討其與工作滿足感之間的關係。
（二）研究對象方面
後續研究者可將研究對象擴及至中央及其他縣市政府之採購人員，以進行研究及比較。或可反向探討何種人格特質類型之個人較適合從事採購工作，透過適才適所的人力資源配置，以提高機關學校採購人員的工作滿足感。 / All types of government procurements are a complex series of correlated procedures which are single handedly taken care of by procurement personnel who work at general administration departments. The success of the procedures, such as the establishment of procurement bidding information, the announcing of events on the Internet, or the drafting of contracts at the early stage; bid application, opening of the bid, the announcement and transaction of the bid during the mid-stage; to the signing of contracts and inspection during the latter stage are very closely related to the job satisfaction of the procurement personnel. The procurement efficiency of the government is not only affected by the procurement personnel, the leadership style of their direct executives is also an important factor. Successful leadership styles or methods will increase the job satisfaction of their staff and consequently their work performance.
This research reviews the attributes of the procurement personnel and their executives and other related variants after the ”Government Procurement Act” and regulations are employed. The effects it has on the job satisfaction of the procurement personnel are also discussed. Our research subjects are procurement personnel working at general administration departments of schools that are under the jurisdiction of the Taipei City government. We used questionnaire investigation research methods and made suggestions to the related institutes for their reference according to our results. The questionnaires collected the initial data, which is divided into three parts:”Job Satisfaction Measurement” , “Leadership Style Measurement”, and ”Personal Information”. SPSS 10.0 statistic software was used to conduct reliability and validity analysis, descriptive statistics, correlation analysis, independent sample t test, and ANOVA on the data of the effective samples.
The following are the discoveries of this research:
1. In regards to the job satisfaction of the procurement personnel in Taipei City government, we see that the subjects are most satisfied with their colleagues, followed by their executives, the overall job satisfaction, their salary, and the job itself. The least satisfactory factor is the promotion system.
2. The relationship between the personal attribute variant and job satisfaction
（1）Procurement personnel of different titles had major differences in terms of job satisfaction and overall satisfaction.
（2）Procurement personnel of different ranks had major differences in terms of job satisfaction and overall satisfaction.
3. The relationship between the leadership style of executives and job satisfaction.
（1） Different leadership styles of the executives leading the procurement personnel caused major differences in terms of job satisfaction and overall satisfaction.
（2）The procurement personnel that were lead by the「Integrated management （type 9,9）」leadership style were more satisfactory in their work, salary, benefits, promotion, executives, and overall job compared to others.
According to the results, we suggest the following to:
1. Procurement personnel executives and schools:
（1）To have an integral promotion system
（2）To establish a reward system for the procurement personnel.
（3）Appropriately select, distribute, and control the number of procurement personnel.
（4）Encourage executives of the procurement personnel to use the「Integrated management（9,9 type）」leadership style.
（5）Reinforce procurement personnel professional training programs
（6）Construct a harmonious working environment
2. Future researches:
（1） Research variant
Several factors influence job satisfaction; we recommend future researchers to select suitable themes from various variants to further review their relationship with job satisfaction.
（2） Research subject
Future researchers can expand their scope of research subjects to the procurement personnel of central governments and other city or county governments to make comparisons. They may also think in retrospect and find out which personal characteristics are most suitable for procurement work, which will increase the job satisfaction of the procurement personnel at schools or institutes via appropriate distribution of human resources.
| Identifer | oai:union.ndltd.org:CHENGCHI/G0094921076 |
| Creators | 侯姵如, Hou, Pei Ju |
| 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 |
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