公部門人力資源管理實務之研究──地方薦任公務人員的初探性調查

A Study of Human Resource Management Practices - An Exploratory Research of Local Junior Rank Civil Servants

人力資源管理理論是公部門人事制度變革的主要途徑，多數學者同意運用人力資源管理能夠增加員工工作意願與動機，進而提升政府運作效能，而在我國系絡中，究竟其成效如何？產生什麼變化？似尚未有足夠的實證研究結果能回答前述問題。為探索人力資源管理理論於實務界的發展，本文運用「人力資源管理實務」(Human Resource Management Practices,HRMPs)概念，檢驗公務人員認知中「人力資源管理實務」對「員工成果」是否具有影響力，以及轉換型領導的中介效果，兼論文官制度改革成效。本文以參與行政院人事行政總處地方公務人員訓練中心訓練之地方薦任公務人員為研究對象，透過問卷調查方式進行資料蒐集。研究發現：首先，工作彈性、俸給與考績對組織績效有正向影響；其次，工作彈性、俸給、訓練與決策參與有助於提升工作滿意度；第三，轉換型領導在部分人力資源管理實務與組織績效、工作滿意度之間，扮演中介角色。透過分析人力資源管理實務與員工成果間關係、以及轉換型領導效果，一方面檢驗人力資源管理理論在我國文官制度系絡下的解釋力，另一方面也檢視公務人員對文官制度改革評價，作為改善我國人事制度之參考。

Human resource management theories have been the main approach to design reform plans in public personnel administration. Most scholars agree that human resource management programmes and techniques could be used to increase employees' willingness and motivations to work. In our country, Civil Service Reform has also applied human resource management ideas. However, there was little empirical evidence that can tell us the outcomes or effects of Civil Service Reform. To evaluate Civil Service Reform effects, this study examines the relationship between human resource management practices and employee outcomes, and the mediation effect of transformational leadership, through conducting and analyzing a local Civil Servants survey. This study investigated the local junior rank Civil Servants' cognitions who attended a training program at the Civil Service Development Institute, Directorate-General of Personnel Administration, Executive Yuan. The survey data shows: (1) job flexibility, pay and performance evaluation have positive effects on perceive organizational performance; (2) job flexibility, decision-making participation, pay and training can increase employees' job satisfaction; (3) transformational leadership play a mediator role between human resource management practices and employee outcomes. These results reflect the evaluations for Civil Service Reform outcomes in local junior rank Civil Servants. It proves that human resource management practices could predict the employee outcomes, and transformational leadership delivers the effect from human resource management practices to employee outcomes.