影響台灣律師工作績效之因素分析

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题名:	影響台灣律師工作績效之因素分析 An Analysis of Factors Influencing Lawyer Job Performance in Taiwan
作者:	張逢益
贡献者:	國家發展與中國大陸研究所博士班
关键词:	台灣律師律師工作績效律師人格特質律師管理方式律師組織認同律師工作滿意度律師薪資
日期:	2019
上传时间:	2019-10-28 14:18:29 (UTC+8)
摘要:	自2011年迄今，台灣律師考試每年約錄取895人，若再加上現有的律師人數，形成了現在到處「流浪律師」的問題。會產生這個問題，主要有以下兩點：1.台灣大學院校設有法律學門相關系所高達110所以上，法律系畢業學生逐年增加；2.考選部放寬律師國家考試報考資格，並以全程到考人數33%為及格標準。造成從2011年至2016年間，台灣律師業每年約有800-900人通過律師高考人數。相對於1946-1988年，累計43年間台灣律師總錄取人數才僅有783人，對照現今年年約有800-900人獲得考取律師執照，使得國內律師就業市場過度飽和造成擁有律師執照的律師無法獲得案件的情事。針對這個問題，本研究則提出另一種思考方向，與其苦惱律師間的高度競爭，不如轉而思考如何提升律師的工作績效。本研究回顧有關工作績效的研究發現，可能影響律師工作績效的因素眾多，舉凡人格特質、組織認同、薪資福利、管理方式與外部環境都對工作績效產生重要影響。對此，本研究透過理論整理與文獻回顧，與深度訪談來建構出研究架構，並發展量化問卷。透過262位律師的回覆，本研究發現：在研究架構的驗證上，組織認同感、工作滿意度、薪資會對工作績效有正向影響，人格特質並沒有影響力，外部環境、管理方式具中介效果；不同人口背景的受訪律師在工作績效上並沒有顯著差異。針對以上重要研究發現，本研究也提供研究建議如下：一、建構符合律師事務所工作績效的指標；二、強化組織內溝通橋樑；三、強化組織間的信任感與目標一致性；四、重視組織發展的穩定性。 Since 2011, there are 895 people who pass the bar exam every year in Taiwan. If the number of existing lawyers is added, the problem of "wandering lawyers" is now everywhere. This problem will occur mainly in the following two aspects: 1. More than 110 universities have a legal department, and the number of graduates in the law department increases year by year; 2. The examination and selection department relaxes the qualifications of the national examination for lawyers, and the number of students taking the whole course is 33 % is the passing standard. As a result, between 2011 and 2016, approximately 800-900 people pass the bar exam each year. Compared with 1946-1988, the total number of lawyers admitted to Taiwan in the past 43 years was only 783. Compared with the current year, about 800-900 people obtained the lawyers license, which made the domestic lawyer employment market oversaturated. This study proposes another direction of thinking. Instead of highly competing with the distressed lawyers, it is better to think about how to improve the performance of lawyers. This study reviews the work performance research findings and found that there are many factors that may affect the performance of lawyers. Personality traits, organizational identity, salary and benefits, management methods and external environment all have an important impact on job performance. In this regard, this study constructs a research framework through theoretical collation and literature review, and in-depth interviews, and develops quantitative questionnaires. Through responses from 262 lawyers, this study found that: The study found that organizational identity, job satisfaction, and salary have a positive impact on job performance, personality traits have no influence, external environment and management style have mediating effects; population background has no significant difference in job performance. In response to the above important research findings, this study also provides research recommendations as follows: I. Constructing indicators that meet the performance of lawyers. Second, strengthen the communication bridge within the organization. Third, strengthen the trust between the organization and the goal consistency. Fourth, focus on the stability of organizational development.
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