在新公共管理思維的影響下，近年來政府開始積極推動績效評估制度，並以考核結果 作為獎懲之依據。儘管外部獎酬 (例如績效獎金) 的誘因效果，為公共選擇學派的所 肯定；然而亦有學者強調內在公共服務動機，對於公部門組織的重要性 (Perry & Wise, 1990)。本計畫旨在了解外部誘因機制和內在公共服務動機，對於公務人員績效表現的 激勵效果為何，並檢測外部誘因是否會對內在動機的激勵效果，產生排擠作用。此外， 本研究亦試圖釐清服務年資的增加是否會弱化內在公共服務動機，甚至強化以績效為 導向的獎酬機制對內在公共服務動機的排擠效果。筆者擬針對於台北市政府一級單 位、一級機關與二級機關服務之公務人員，進行問卷調查，以蒐集所需之實證資料。 本研究結果預期能為外部誘因和內在公共服務動機兩者之間，是否產生排擠效果之理 論爭議，提供實證上的證據，此外，亦有助於釐清服務年資對工作誘因的影響。在實 務上，本研究發現也能為政府機關獎酬機制的設計，提供行政革新的建議。 In light of the perspective of New Public Management, Taiwan government has actively established a reward system based on performance assessments. Although the effect of extrinsic motivation has been well recognized in the public choice literature, some authors argue that intrinsic public service motivation is much more important for public sector organizations (Perry & Wise, 1990). This study aims to understand the extent to which extrinsic motivation and intrinsic public service motivation can effectively facilitate work performance of individual civil servants, respectively, and examine whether extrinsic motivation is likely to crowd out the impact of intrinsic motivation on performance. This study also intends to figure out whether an increase in years of service tends to weaken intrinsic public service motivation, and reinforce the crowding-out effect of extrinsic motivation. Those questions will be empirically tested using data from a survey of public servants at Taipei city government. Findings of this study are expected to resolve theoretical debates concerning the crowding-out relationship between extrinsic and intrinsic motivation, and clarify the impact of years of service on work motivation. In practice, the findings of this study may also provide recommendations for designing a government reward system.
