環境轉換型領導、職場友誼對臺北市12區公所公務員環境組織公民行為之影響

Abstract

在世界各國政府紛紛推動淨零轉型等環境政策的此刻，公務員若能在公務組織中從事環境組織公民行為，不僅能補充環境政策中原則性規範的不足，亦能促進政策目標的有效實現。儘管公務員在政策執行過程中扮演著重要角色，但過往國內研究較少深入探討哪些是影響公務員從事環境組織公民行為的關鍵因素。為了填補此一缺口，本研究嘗試檢驗組織層面的環境轉換型領導、人際關係層面的職場友誼，以及個人層面的印象管理動機等因素，是否能夠促使基層公務員從事環境組織公民行為，包括「自發性環境行為」、「環境幫助行為」及「環境公民參與」。 本研究主張，除了組織領導者在正式職務關係中扮演關鍵角色外，受到華人文化影響，在我國公部門中，公務員與直屬主管及同事間的非正式私交關係，也可能影響他們從事環境組織公民行為的意願。此外，當公務員在機關內與他人有密切的互動往來，出於維護個人形象的自利動機，反而可能降低其參與環境組織公民行為的可能性。 本研究透過對臺北市12個區公所的正職公務員進行線上問卷調查與量化分析，研究結果顯示，當公務員感知到領導者越符合環境轉換型領導風格時，他們越傾向從事組織層面的環境組織公民行為。此外，職場中與同事建立友誼的機會越多，會提高他們從事個人層面的環境組織公民行為的意願。而與同事間的私交關係越密切，有助於他們在工作中協助同事，將環境保護納入考量。然而，當公務員的印象管理動機較高時，與同事及直屬主管的私交關係越密切，反而使他們更注重個人形象的維護，降低了其從事組織層面環境組織公民行為的可能性。此發現反映出在華人文化背景下，公務員在從事環境組織公民行為時，需在維護人際關係與個人動機之間取得微妙平衡。

Amid the global push by governments to implement environmental policies such as net-zero transitions, civil servants' engagement in organizational citizenship behavior for the environment (OCBE) within public organizations not only supplements the limitations of policy-level regulations but also facilitates the effective achievement of policy goals. Although civil servants play a crucial role in policy implementation, prior domestic research has rarely explored the key factors influencing their engagement in OCBE. To address this gap, this study examines whether organizational-level environmental transformational leadership, interpersonal-level workplace friendship, and individual-level impression management motives can promote grassroots civil servants' engagement in OCBE, including "Eco-initiatives", "Eco-helping" and "Eco-civic engagement". This study posits that, in addition to the critical role played by organizational leaders within formal workplace relationships, the influence of Chinese culture in Taiwan's public sector suggests that informal personal connections between civil servants and their direct supervisors or colleagues may also impact their willingness to engage in OCBE. Furthermore, when civil servants engage in close interactions with others within the organization, their self-serving motives to maintain a positive personal image may actually reduce their likelihood of participating in OCBE. Based on an online survey and quantitative analysis of full-time civil servants in 12 district offices in Taipei City, the results indicate that when civil servants perceive their leaders to demonstrate high levels of environmental transformational leadership, they are more inclined to engage in organizational-level OCBE. Moreover, greater opportunities for workplace friendship are associated with an increased likelihood of civil servants engaging in individual-level OCBE. Close interpersonal relationships with colleagues help facilitate cooperative behaviors, such as assisting others in incorporating environmental protection into their work. However, when civil servants have high impression management motives, close relationships with both colleagues and direct supervisors tend to make them more focused on maintaining their personal image, thus reducing their engagement in organizational-level OCBE. These findings suggest that, within the context of Confucian cultural values, civil servants must navigate a delicate balance between maintaining interpersonal relationships and managing personal motives when engaging in OCBE.