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| 研究生： |
劉曉仙 Hsiao-Hsien Liu |
|---|---|
| 論文名稱： |
電子化政府運作下公部門人員核心能力之研究 |
| 指導教授： |
黃能堂
Huang, Neng-Tang |
| 學位類別： |
碩士 Master |
| 系所名稱： |
科技應用與人力資源發展學系 Department of Technology Application and Human Resource Development |
| 論文出版年： | 2004 |
| 畢業學年度： | 92 |
| 語文別： | 中文 |
| 論文頁數： | 186 |
| 中文關鍵詞： | 電子化政府 、公務人員 、核心能力 |
| 英文關鍵詞： | electronic government, officials, core competency |
| 論文種類： | 學術論文 |
| 相關次數： | 點閱：184 下載：7 |
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本研究旨在調查公務部門為因應電子化政府推展，其人員所需核心能力之現況，期能藉由瞭解人員核心能力之現況及差異情況，作為公務部門進行相關訓練規劃之參考。本研究採取採用立意抽樣並使用問卷調查法，共發出374份問卷，有效問卷182份，而以t考驗、單因子變異數分析等方法進行資料分析，得到結論如下：
一、整體而言，「個人一般能力」、「顧客服務導向能力」、「團隊合作的能力」等三類項之核心能力項目為當前電子化政府公務人員最重視且需發展提升之能力。
二、不同職務、工作類別的人員對核心能力的具備和重要評估程度亦有不同之處。顯示個人對核心能力之具備與重要程度的評估與其工作角色有關。
三、組織中人員對核心能力之具備及重要程度的評估會因個人性別、年齡、教育程度、工作類別、職務等背景變項不同而有顯著差異。
四、人員對核心能力具備程度和重要程度部分項目兩者間之評估有顯著差異，而此核心能力項目上的能力落差亦表示訓練需求所在。
The purpose of this study aims to investigate core competences of e-government civil servants from the incumbent perspective for providing training need assessment. Purposive sampling and Questionnaire survey are the methods for this research. A total of 374 questionnaires were sent to the sample of this study. The response rate for the study is 49% (182/374). Descriptive statistics, t-test and one-way ANOVA are used to analyze the data. The results are as follows:
1. Generally speaking, ability for general, ability to customer orientation and ability to teaming work are the top remarked abilities for e-government civil servants to be developed and promoted currently.
2. The perceived ranks on the core competences varies according to their positions and jobs duties. It shows that civil servants appraise owned and valued level of core competences relating to their working roles.
3. There are significant differences among civil servants of different backgrounds, such as gender, age, education, jobs and positions, regarding to their views of owned and valued level of core competences.
4. There are significant differences between owned and valued levels of core competence in civil servants’ views. Moreover, gaps between the owned levels and valued levels of core competence indicate the needs of training.