公務人員升遷之衡量模式：兼論性別差異之比較分析   全文下載

Exploration of the Measurement of Promotion for Civil Service : A Comparative Analysis of Gender Differences

升遷是人力資源管理重要的機制，而國內對於升遷議題的相關論述和研究不在少數，其中以公務人員為研究焦點的文獻亦有相當的數量。不過，這些文獻大多是討論我國升遷法制的現況、檢討意見及改進建議，因此，大部分是屬於規範性原則的論述；相對而言，升遷的實證性研究論著則相當有限，故本文主要以經驗調查資料為基礎，嘗試建構升遷的衡量模式。綜合國內外有關升遷的文獻可知，對於升遷概念具有不同測度的方式，如何建立適合的升遷衡量指標應是重要的課題。然而，從多元運作主義的觀點，一種概念可能需要不同的多元定義來詮釋，也需要不同的多元測度來解釋，才能將該概念解釋清楚。基於此種看法，本研究以多元測度的方式來界定升遷的涵義，希望能建立較周延的測度指標；就此本文首先將升遷概念建構為客觀和主觀兩大面向，其中客觀層面又分為「升遷結果」、「升遷速率」及「升遷阻礙」三項指標；而主觀層面則包含「升遷滿意」、「升遷歧視」及「升遷機會」等三項指標；其次，則以我國行政院所屬部會機關之公務人員的調查資料為例，從998樣本當中分析其在六項升遷指標實際的表現狀況，以及這六項指標之間的關聯性程度。最後，本文尤其將探討重點放在男女公務人員差異的比較，希望能夠在理論上與實務上提供相關後續研究之參考。

Promotion affects almost all aspects of organizational lives. This is particularly evident from studies of human resource management. Given the importance of promotion in organizations, it is surprising that few studies have attempted to examine the types of various measurement of promotion. The discussion on administrative promotion is marked by a diversity of measurements. This paper suggests two dimensions of measuring promotion for civil service:（a）the objective dimension consists of three indicators of promotion outcomes, promotion speed, and promotion plateaus（b）and the subjective dimension also consists of three indicators of promotion satisfaction, promotion discrimination, and promotion opportunities. Data from 998 civil servants drawn from administrative agencies under Executive Yuan were used to compare a perceptually based. This study has implications not only for understanding the various types of and measurement of promotion but also addressing the issue of the under-representation of women in the upper echelon of the governments in Taiwan.