| Summary: | 碩士 === 國立中山大學 === 公共事務管理研究所 === 102 === The performance appraisal system of civil servants has administrative function of bonus and promotions, but the result of performance appraisal is also short of function of development. Civil servants worry the results of performance appraisal make them absent minded on works in the end of every year. After being notified , because the results of performance appraisal could not reflect every individual’s performance completely, the civil servants are prone to feel depression and easily complain on their works, which might damage administrative performance.The performance appraisal system on civil servants influences their morale immensely. That how to change the performance appraisal system to improve the morale of work、enable individuals to obtain development、enhance job performance become the subject of public attention.
By this research, I hope to achieve the following purpose:
1.To inspect the performance appraisal system for the changes that may occur assessment aspects.
2.According to the obtained information on the changes in the levels of the performance
appraisal system, namely to explore every level impacts the morale of work.
3.To explore the relationship between performance appraisal system change and morale
of work.
4. The public servants of Penghu country, for example, actually verify actual substance
of the relationship between the changes of performance appraisal system and the
morale of work.
5. The research results will provide a reference for the competent authorities to revise
performance appraisal system.
The main scope of this study is to define the relationship between performance appraisal system change and morale of work on the Penghu civil servants, exploring 4 levels of appraisal: excellence、C class、group performance appraisal、and assessment results. Using the survey method, I select 350 individuals from 941 the total civil servants of Peng-hu by random, the ration of the number of sampling is 37.2%. We’ve have received 348 returning copies from 350 individauls, the ration of returning is 99.4%, of which 343 copies is effective, and the ratio of returning is up to 98%.
This research is using frequency distribution, ratio, average data and standard deviation method to clarify the allocation of background variables, the change variable of appraisal system and the morale of work. To analyze the standard deviation, independent example and single factor variables is applied to investigate; to understand the relationship between appraisal system and morale of work, typical related analysis method is applied ; to explore the prediction of the change of performance appraisal system on the morale of work, the regression analysis method is applied.
This research demonstrates that the civil servant of Peng-hu with different background variables have different perception on performance appraisal system, the moral of work and total dimensions. The change of performance appraisal system has positive effect and outstanding prediction on the morale of work.
|
|---|
