民主社會強調公務人員是「公僕」，基層人員站在組織變革的第一線，其所承受來自民眾要求、上級任務指派及機關同仁競爭的三方壓力，對外仍需以「顧客滿意」的態度，符合「親和、便民」的為民服務政策，然而在官文化行政文化依然普遍的意識下，公務員是否產生內心衝突，甚而造成工作倦怠？本文試圖兼採公共服務動機(Public Service Motivation, PSM)及工作滿足感二種觀點，探究公務人員的激勵偏好(preference)，作為未來相關制度的參考。 本研究依照現職年資、職務性質、任用身份、業務性質、臨櫃服務之構面分別針對公共服務動機之形成與工作滿足感做相互比較，上述研究發現，我們可以了解到公共服務動機與工作滿足感，皆有部分相關之處。公共服務動機與工作滿足感，皆是自發性、發自內心的給予服務、關懷並追求自我滿足。此二理論並非可以完全利用外在誘因去強迫、引誘或外在事務加注而引發正向感受。因此我們了解到，公共服務動機與工作滿足感之向度，若不是由自身出發外在因素實在難以作為誘因去誘導或引發。 This study attempted to explore the association between Public Service Motivation and Job Satisfaction The study aims to investigate between Public Service Motivation and Job Satisfaction who works in New Taipei city district. Questionnaire surveys was based on 197 copies by employees who works in Tamshui, Shazhi, Jinshan, Wanli, Shuagnxi district office , which resulted in a useable response rate of 100%. According the empirical analyses, the major findings of this study are as the following, Job satisfaction and Public Service Motivation it had part of relationship can effect each other. Public Service Motivation were spontaneous by themselves. It can''t happen by any extrinsic incentives. The employees who works in district office who had higher Public Service Motivation it will had equivalent Job satisfaction. The findings are meaningful to the training program design and personnel initiatives such as rotation and re-assignment for human resource management.