A study of the relationship between work pressure, work satisfaction and career change tendency:A case of the Land Survey Bureau, Ministry of Interior.

• Main Authors: Hsu-Hsu Chu, 許旭助
• Other Authors: Huang Ing-Chung
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/79455905542214894140

碩士 === 國立中山大學 === 人力資源管理研究所 === 94 === Land Survey Bureau, Ministry of Interior is mainly in charge of planning and execution of national cadastral maps, assessment commissioned by judicial and prosecutorial institutes, and inspection on disputes of survey and drawing, etc. The nature of work is external survey. Jobs of surveyors vary on different locations of survey plans and cannot be fixed. Moreover, cadastral maps making by surveyors has a significant influence on the interests of people. In the past years, public voices are getting higher and higher and people have higher demands on service quality of civil servants, brining more pressure to civil servants who want to change jobs as a result. To find out the factors affecting pressure of surveyors and the seriousness of pressure in order to understand surveyors’ tendency to change jobs will not only help improvement of individual work and life but also helps organization development and human resource management. The study targets the Land Survey Bureau and surveyors of the six Survey Teams and is made in questionnaires. A total of 570 copies are issued with 400 valid ones collected and analyzed in SPSS. To begin, descriptive statistics are used to analyze basic data characteristics of the variables. One-way ANOVA is then used to examine distinctive differences on work pressure, work satisfaction and career change tendency of different demographic statistics. Relevant analysis and level regression analysis are adopted to discuss between relevancy of variables and whether there are distinctive influences. The results are: 1.Partial constructs of work pressure, work satisfaction and career change tendency pose distinctive differences from partial demographic statistics. 2.Work pressure has significant negative relevancy with work satisfaction; work pressure has significant positive relevancy with career change tendency; work satisfaction has significant negative relevancy with career change tendency. 3.Work pressure show substantial negative influence over work satisfaction. 4.“Social work satisfaction,” “sense of achievement in work,” “work remuneration” and “department transference” in work satisfaction have negative influence over “leaving public office.” “Sense of achievement in work,” “work remuneration” and “development of work” have negative influence over “leaving office.” “Social work satisfaction,” “sense of achievement in work,” and “development of work” have negative influence over “leaving current professional field.” 5.“Working conditions,” “role conflict” and “work performance” of work pressure have significant positive influence over career change tendency. “Working conditions,” and “role conflict” have significant positive influence over “leaving public office.” “Role conflict” and “work performance” have significant positive influence over “departing from current professional occupation.” 6.“Role conflict” and “work performance” of work pressure pose indirect positive influences over career change tendency through work satisfaction as the intermediary variable.