我國公務人員考績制度改革方案，激勵效果之實證研究：以期望理論為分析基模

An Empirical Study of Motivational Effects on the Amendment of Taiwanese Civil Service Performance Evaluation Act: Applying Expectancy Theory

考試院提出之「公務人員考績法」修正案，現正於立法院待審議。該法案總說明中明示此次修法之目的，乃在於強化該法提升政府績效之積極功能。亦即，公務人員考績制度除消極防弊外，更重要的是，它還應該要能發揮當代管理學中「激勵」組織成員之作用。職此之故，本文試圖從激勵管理的角度，以「期望理論」為基礎建構分析模型，透過對中央與地方機關公務人員進行問卷調查、蒐集資料以及統計分析的實證途徑，探討該法案可能產生的激勵效應。雖然該法修正案目前尚未施行，但也正因如此，本研究之發現不僅侷限於滿足知識探求的旨趣，還應具有可資實務推動之參考意義。

The Amendment of“Civil Service Performance Evaluation Act'' (CSPEA) now is waiting for deliberation by Legislative Yuan. This amended act is expected to strengthen government performances in Taiwan. In other words, apart from avoiding malpractice, the CSPEA should have its positive motivational effects. This article attempts to analyze CSPEA's very motivational effects through a survey research designed on the basis of expectancy theory. Despite that the new CSPEA has not been implemented yet, from its findings this article is aimed at providing some useful forecasting information. It is then hopefully to improve the general practice of civil service performance, and to promote further studies.