公務人員基礎訓練能有效鑑別出高度公共服務動機的公務人員嗎？TGBS-III 調查資料的檢視

Can Basic Training Identify Public Servants with High Levels of Public Service Motivation Effectively? View of TGBS-III Survey Data

通過國家考試者未必適合擔任公務人員，一直是飽受社會批評的議題。除了強化基礎訓練與實務訓練的內涵，以充實公務知能與應有態度，同時應加強篩選機制，以提升公務人力素質。基於公共服務動機與工作績效、組織承諾、工作滿意度及組織公民行為等有正向的關聯，考試錄取人員訓練如能有效鑑別出具有高公共服務動機者，藉以篩選出具服務熱忱的人才，將有助於提升組織之效能。
據此，本研究以104年公務人員考試高考三級錄取人員基礎訓練為例，檢視公共服務動機與訓練成效間是否呈現正相關，也就是公共服務動機越高者獲得越高的學習成效，反之，低公共服務動機者則取得較低的訓練成績，藉以了解基礎訓練能否發揮有效鑑別適任者的功能。本研究以TGBS-III的調查結果資料，輔以基礎訓練成績作為客觀的訓練成效指標進行實證分析，結果發現公共服務動機的四個構面，僅「自我犧牲」與訓練成效有顯著相關，惟呈現負相關，代表公共服務動機低者反而獲得較高成績，基礎訓練的設計無法有效鑑別出高公共服務動機者，實有必要重新審慎規劃，以符合民眾期待。

Those who passed the civil service examination may not be appropriate civil servants. Although they have passed the examination, there are gaps between government operations and their general knowledge, professional knowledge and skills. Therefore, the Basic training is conducted to nurture new-entries with necessary basic concepts, integrity and service attitude. Trainees are required to get high training effectiveness (high scores) to pass the training, otherwise will be eliminated.
Based on the positive correlation between public service motivation and job performance, organizational commitment, job satisfaction, and organizational citizenship behavior, we expect that the higher public service motivation, the higher training effectiveness. To understand the correlation between the effectiveness of basic training and public service motivation, a sample questionnaire survey was conducted on 2015 Senior Civil Service Examination trainees(Taiwan Government Bureaucracy Survey III, TGBS-III).
The results found that only the“self-sacrifice”is significantly related to training effectiveness, but it is negatively correlated. People with low public service motivation get high training effectiveness. It is necessary to redesign the basic training mechanism in order to identify people with high public service motivation.