自我效能感、主動性人格、學習敏捷性對個人晉升意願之影響—以工作成長動機、公共服務動機為中介變項

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/97186

Please use this identifier to cite or link to this item: https://ir.lib.ncu.edu.tw/handle/987654321/97186

Title:	自我效能感、主動性人格、學習敏捷性對個人晉升意願之影響—以工作成長動機、公共服務動機為中介變項
Authors:	蘇美嘉;Su, Mei-Chia
Contributors:	人力資源管理研究所在職專班
Keywords:	晉升意願;自我效能感;主動性人格;學習敏捷性;工作成長動機;公共服務動機;Promotion Intention;Self-efficacy;Proactive Personality;Learning Agility;Work Growth Motivation;Public Service Motivation
Date:	2025-06-18
Issue Date:	2025-10-17 10:56:25 (UTC+8)
Publisher:	國立中央大學
Abstract:	組織為了提升員工工作投入與績效，發展各種激勵機制，「晉升」即是其中之一。晉升對個人而言，不僅代表薪資的提升與更多的職涯發展機會，組織也藉由晉升前後職務間的薪酬差距，激勵員工投入更多的努力。然而，隨著工作與生活平衡的概念漸被重視，晉升的激勵模式也漸受挑戰，若晉升後的需付出的努力程度，影響職家平衡的價值觀時，員工也可能不接受晉升。在公部門也不例外，由於我國公務人員薪資受法規明確規範，晉升較高序列職務所能增加的薪幅相對有限，也不像私部門有較靈活的獎酬設計，公務人員參與晉升除了外在誘因外，尚應包含責任與使命的承擔。因此，本研究嘗試從個體心理層面出發，探討影響公務人員晉升意願的內在因素，包括自我效能感、主動性人格、學習敏捷性、工作成長動機與公共服務動機等。本研究以桃園市政府所屬機關學校公務人員為對象，以網路問卷方式進行調查。研究結果顯示，主動性人格、學習敏捷性可正向影響個人晉升意願、工作成長動機及公共服務動機。工作成長動機可正向影響個人晉升意願，且工作成長動機在主動性人格、學習敏捷性對個人晉升意願之間，分別具有完全中介及部分中介效果。而自我效能感對個人晉升意願、工作成長動機及公共服務動機，影響皆不顯著。公共服務動機對個人晉升意願之影響不顯著，中介效果亦不成立。最後，本研究期望能藉由上述研究變項及結果，了解願意自我激勵並承擔較高職責的公務人員類型，作為未來協助機關建立更有效的識才與育才機制，並透過制度與支持系統提升主管職務或中高階職務的承接意願，為機關儲備人才。;To enhance employee engagement and performance, organizations have developed various incentive mechanisms, among which "promotion" is a key strategy. Promotion means that employees get more career development opportunities, and the organization also motivates employees to put in more effort through increased salary after promotion. However, as the concept of work-life balance has gained more and more attention, this incentive model seems to be gradually facing challenges. If the result of a promotion conflicts with their values , they may not accept the promotion. This situation is also evident in the public sector. In Taiwan, since the salaries of civil servants are regulated by law, and the salary increase after promotion is limited, promotion often means taking on responsibilities. Therefore, this study aims to explore the psychological factors that influence civil servants’ willingness to accept promotions. These factors include self-efficacy, proactive personality, learning agility, work growth motivation, and public service motivation. The study surveyed civil servants of Taoyuan City Government using an online questionnaire. The results show that proactive personality and learning agility positively influence promotion intention, work growth motivation, and public service motivation. Work growth motivation fully or partially mediates the relationship between proactive personality, learning agility, and promotion intention. Self-efficacy has no significant impact on promotion intention, work growth motivation, or public service motivation. Public service motivation does not significantly affect promotion intention and does not serve as a mediator. Finally, this study hopes to identify the types of civil servants who are motivated and willing to take on higher responsibilities. The results can serve as a reference for government agencies to develop more effective talent identification.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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