中央機關人事人員角色模糊對工作滿意影響之研究—以主管領導風格為干擾變項

Abstract

本研究主要研究目的，在於探討中央機關人事人員，在人事體系一條鞭之雙重隸屬關係之背景下，人事人員角色模糊對工作滿意的影響，及人事人員角色模糊對工作滿意，是否會隨著主管領導風格不同，而有不同的影響。進而提出中央機關人事人員角色模糊對工作滿意影響之研究—以主管領導風格為干擾變項的模型，並針對此模型加以驗證。 本研究針對中央機關人事人員發放問卷，共計發放566份，回收533份。資料分析方法採用迴歸分析(Regression Analysis)來驗證各項假設。結果發現： 1. 人事人員角色模糊對工作滿意有顯著負向影響。 2. 主管領導風格傾向於高體恤高體制型領導，人事人員工作滿意未必越高。 3. 主管領導風格傾向於低體恤高體制型領導，人事人員工作滿意未必越低。 4. 主管領導風格傾向於高體恤高體制型領導，並不必然會降低角色模糊對工作滿意之負向影響。 5. 主管領導風格傾向於低體恤高體制領導時，會增加角色模糊對工作滿意之負向影響。

The main purpose of this study is to explore of the personnel staff of central government, a whip in the personnel system of the dual affiliation with the background, the impact of role ambiguity on job satisfaction of the personnel staff of central government. And role ambiguity and personnel staff on job satisfaction, whether as head of different leadership style, and have different effects. The impact of role ambiguity on job satisfaction of the personnel staff of central government research - to the competent leadership style variables for interference of the model variables and to verify that for this model. In this study, the personnel staff of central government issued a questionnaire, for a total of 566 were issued, 533 were recovered. Data analysis using regression analysis method to verify the assumptions. The results showed that: 1. Personnel staff role ambiguity on job satisfaction have a significant negative impact. 2. Competent compassionate leadership style tends to High Consideration and High institutional leadership, personnel may not be higher job satisfaction. 3. Competent compassionate leadership style tends to Lower Consideration and High institutional leadership, personnel staff may not be lower job satisfaction. 4. Competent compassionate leadership style tends to High Consideration and High institutional leadership, not necessarily reduce the role ambiguity on job satisfaction of the negative impact. 5. Competent compassionate leadership style tends to Lower Consideration and High institutional leadership, there will be increased role ambiguity on job satisfaction of the negative impact.