從組織管理角度探討公務人員調職制度－以交通部航港局為例

徐筱琪

doi:10.6342/NTU201704284

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从组织管理角度探讨公务人员调职制度－以交通部航港局为例

Job Transfers in Public Service from the Perspective of Organization Management– a Case Study of Personnel in Maritime and Port Bureau, Ministry of Transportation and Communications

徐筱琪 , 硕士　　导师：洪美仁　　

繁体中文 DOI： 10.6342/NTU201704284

调职；公务人员；组织管理；公共人力资源管理； Job Transfers ； Public Service ； Organization Management ； Public Human Resources Management

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摘要 │ 参考文献 (69) │ 国际计量

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This thesis explores the reasons, procedures, effectiveness, and impacts of job transfers in public service. From the perspective of organization management, this thesis focuses on personnel in Maritime and Port Bureau, Ministry of Transportation and Communications. To achieve the goal, this study interviews 9 respondents, including 7 supervisors of different divisions and 2 employees in the Personnel Office.
   This study acquires the following results: The reasons why job transfers occur come from two parts, voluntary and involuntary job transfers. Factors of voluntary job transfer include family care, promotion opportunities, and future development. However, factors of involuntary job transfer are derived from organization management, supervisors considering staff's expertises and the organizational operation so they promote job transfer. 
   In terms of effectiveness of job transfer, this study finds out that job transfer could enhance the internal mobility of the organization, cultivate generalists and personnel training function, and adjust the staff to increase the flexibility of personnel utilization. The negative impacts of job transfer in the past literature include that some professional staff members should not be transferred, so the implementation of job transfer is limited to the less professional staff. The main negative impact is that at the beginning of the job transfer, employees are prone to short-term low productivity due to unfamiliarity, thus increasing the training costs of the organization.
   In addition, the study finds out several results that have never been discussed before. In the case of more experienced job transfer staff, the supervisors will consider whether the frequent mobilization of staff comes from their poor performance, inadvertently work, which gives supervisors the impression of recklessness. The study also finds out that the supervisors would consider whether the job transfer will affect the internal promotion situation and destroy employee morale. 
   In the end, this study finds that the reason why job transfer been regarded as an important organization management way and incentives to motivate employees in private sector is due to the differences in the nature of public and private sectors. In public sector, there is no mechanism of selection through competition. However, in private sector, job transfer has been considered to be a test of employee competency and incentives to motivate employees. If the employees could have better performances in the job rotation process, they can have material remunerations which is a salary prompting scheme. Consequently, it produces positive incentive effects, so that job transfer can play a positive function.

参考文献 ( 69 ) 〈TOP〉

Ranjit Kumar着，潘中道、胡龙腾、苏文贤译，2014，《研究方法：步骤化学习指南（二版更新版）》，台北：学富文化。
连结：
徐淑琳，2002，〈我国大学图书館館员工作輪调之研究〉，国立政治大学图书资讯研究所硕士論文。
连结：
郭敏雄，2011，《公务人员工作轮调、工作满足与离职倾向关系之研究—以台南市各区公所为例》，长荣大学高阶管理硕士在职专班硕士论文。
连结：
张琇雯，2010，《台北市国民小学公务人员工作满意度及调职倾向之研究》，国立台北教育大学教育经营与管理学系硕士论文。
连结：
詹雅雯，2006，〈探讨工作轮调对於组织人力运用效益之影响－以E银行为例》，中央大学人力资源管理研究所硕士论文。
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引用含有DOI的文献

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DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。如想对DOI的使用与概念有进一步了解，请参考（）。