激勵國營事業員工工作士氣措施之研究 －以台電公司為例

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Title:	激勵國營事業員工工作士氣措施之研究－以台電公司為例 A Study of Morale Improving Practices for the Employees of Taiwan Power Company
Authors:	鄭連琪
Contributors:	生活應用科學系碩士在職專班
Keywords:	國營事業台電公司員工工作士氣工作態度 State-owned enterprises Taipower Commpany [TPC] staff Job Morale Job Attitude
Date:	2016-06
Issue Date:	2016-08-02 15:39:38 (UTC+8)
Abstract:	本研究旨在探討激勵國營事業員工工作士氣措施與工作態度相關性之研究。本研究於 2016 年 3 月進行正式施測，以便利取樣之抽樣方式進行問卷調查，針對台電公司總管理處員工為研究對象，問卷題目共 27 題。研究對象為總管理處主管與非主管具行政能力之員工，故本研究以此族群做為研究母群體。總計回收 408 份有效問卷。本研究所使用的問卷為自編之「激勵工作士氣措施問卷」與「工作態度問卷」，回收後之問卷以 SPSS 20 中文版統計套裝軟體，所得資料以描述性統計、 t 檢定、單因子變異數分析、皮爾森積差相關、多元迴歸分析進行假設之考驗。一、台電總管理處員工背景變項之分析如下：男性 (53.4%)，51歲以上 (46.6%)，大學/專科 (76.0%)，現任職位非主管 (58.8%)，服務年資以 30年以上 (42.4%)為最高。二、激勵工作士氣措施之討論與分析如下：在主管支持與獎金制度，女性高於男性 (p<.01)，41-50歲在主管支持高於30歲以下 (p<.05)，研究所在激勵工作士氣措施整體上高於大學/專科 (p<.01)。三、工作態度之討論與分析如下：研究所在工作態度整體的認知上高於高中/職 (p<.01)，而主管的工作態度整體的認知高於非主管(p<.01)。四、激勵工作士氣措施與工作態度之相關性：在激勵工作士氣措施(整體)與工作態度(整體)呈顯著正相關 (p<.01)。五、激勵工作士氣措施於工作態度具有預測力：激勵工作士氣措施(整體)與工作態度(整體)均呈顯著正相關 (r=.39,p<.01)。根據本研究結果提出討論與建議，可為該事業機構之參考建議，提升員工工作士氣，並進一步能提升該事業機構之營運績效，創造更好的社會服務及提供政府機關日後施政單位之參考依據。 This study is to explore the status and the relevance of Morale Improving Practices and the work attitudes of Taiwan Power Company. Taiwan Power Company formally tested in March of 2016, the study convenient way of sampling a sample questionnaire survey, which has 27 questions in total. It takes supervisors and staffs in the administration department who are working at Taiwan Power Company’s headquarter as research object ,this study takes them as the research mother group. There are 408 effective questionnaires returned in total. The questionnaires used in the study are self-made Morale improving practices questionnaire and Work attitudes questionnaire. The data collected are conducted with hypothesis test by using the methods of Descriptive Statistics, t-test, One-way Anova, Pearson Product-moment Correlation, Multiple Regression Analysis, the test of hypothesis. 1．The analysis on the background variable of Taiwan Power Company’s headquarter is as follow: female 53.4%,the more than 51-years-old 46.6%, colleges 76.0%, the staffs 58.8%, more than 30 years’ seniority takes the highest rate, 42.4%. 2．The discussion and analysis of Morale Improving Practices for the Employees is as follow: on the competent support and bonus system, female are higher than male (p <.01); the 41 to 50-year-old are higher than the under 30-year-old (p <.05); the institute are higher than the colleges (p <.01). 3．The discussion and analysis of the Work attitudes as follow: the institute are higher than the high school graguated (p <.01); the supervisors are higher than the staffs (p <.01). 4．The discussion and analysis of Morale Improving practices and the Work attitudes as follow: on the all dimensions of Morale Improving practices have significantly positive correlated with the Work attitudes (p <.01). 5．The Morale improving practices reveal great predictability on work attitude :the all dimensions of Morale improving practices and the work attitudes have significant positive correlation (r=.39, p <.01). According to the findings, this study comes up with discussion and suggestions for relevant units, administrative supervisors, government administration units, and future researches reference.
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