機關職涯管理對公務人員離職傾向之影響—以內外控人格特質為調節變項

Abstract

本研究以社會交換理論為基礎，探討我國政府機關職涯管理，對公務人員離職傾向之影響，及公務人員本身所具備之內外控型人格特質，對機關職涯管理與離職傾向間是否具有調節效果。研究對象為我國政府機關公務人員，透過問卷調查法採便利抽樣方式進行，共取得311份有效問卷，經由階層廻歸分析結果顯示：（1）機關職涯管理對公務人員離職傾向有負向影響。（2）外控人格特質，會加強機關職涯管理與離職傾向的負向關係。

Based on social exchange theory, this study explores the impact of career management within Taiwanese government agencies on the turnover intentions of public servants, and to examine whether the individual's internal and external locus of control personality traits have a moderating effect on the relationship between career management and turnover intention. The study sampled government employees in Taiwan, using a convenience sampling method, and a total of 311 valid questionnaires were obtained. The results of hierarchical regression analysis show that: (1) Organizational career management has a negative effect on turnover intentions of public servants. (2) External locus of control personality trait strengthens the negative relationship between career management and turnover intentions.