比較台灣公民營機構員工工作滿意與離職傾向:低層次需求假設的檢定

王桂英

doi:10.6842/NCTU.2008.00022

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比较台湾公民营机构员工工作满意与离职倾向:低层次需求假设的检定

COMPARING PUBLIC AND PRIVATE EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION IN TAIWAN: TESTING THE ASSUMPTION OF LOWER-ORDER NEED

王桂英 , 博士　　导师：王耀德;杨千　　

英文 DOI： 10.6842/NCTU.2008.00022

公家机构员工；民营机构员工；工作满意；离职倾向；需求层级； Public Employees ； Private Employees ； Job Satisfaction ； Turnover Intention ； Hierarchy of Needs.

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摘要 │ 被引用文献 (1) │ 国际计量

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The purpose of this research is to compare the job satisfaction and turnover intention of public - and private -sector employees. Questionnaire survey was used to collect data from employees of various private enterprises and public organizations in the two studies, which compose of this research.  The results of the first study show that, first, public employees have a lower extrinsic satisfaction and lower turnover intention, but higher intrinsic satisfaction compared to their counterparts in the private sector. Second, the negative relationship between the extrinsic satisfaction and turnover intention is weaker in public employees than in private employees. 
The results derived from the second study show that, first of all, similar to the findings from the first study, public employees have a higher intrinsic satisfaction but a lower turnover intention compared to private employees.  Secondly, the negative relationship between extrinsic satisfaction and turnover intention is weaker in public employees.  Thirdly, the lower-order need is stronger in public employees than in private employees; the lower-order need and turnover intention is negatively related with each other in both public and private employees.  Fourthly, the lower-order need does not cause a weaker negative relationship between extrinsic satisfaction and turnover intention in public employees.  The argument concerning that a stronger lower-order need in public employees weakens their extrinsic satisfaction—turnover intention relation is rejected.   The public employees’ lower mobility in job market is proposed as an alternative viable explanation.
On the basis of the findings from the two studies, we suggest that public sector should create mechanisms to assist their dissatisfied employees to transfer to other jobs within their organizations or to the private sector. The mechanisms will induce a healthy turnover rate in public sector.  More importantly, these mechanisms will provide those who are dissatisfied with the extrinsic aspects of their jobs an opportunity for moving onto other jobs that are better suited for them.

被引用文献 (1) 〈TOP〉

吴子延(2017)。领导者领导行为及组织行为对领导效能之影响—以宪兵队基层主管为例。义守大学资讯管理学系学位论文。2017。1-55。

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