| Abstract: | 本研究旨在瞭解臺北市政府教育局成員對組織健康與績效知覺之情形，及比較不同背景因素之成員在組織健康及組織績效間之差異情形，並探究臺北市政府教育局組織健康與績效二者之間的關係。
為達成上述目的，本研究藉由文獻探討之方式，建構理論基礎及研究架構，編製「臺北市政府教育局組織健康與績效問卷」，採用問卷調查方式，彙集實徵資料，以臺北市政府教育局之編制內現職人員為問卷發放對象，以全面普查方式進行問卷調查，共計發出問卷250份，回收165份，有效問卷148份。在資料統計分析方面以敘述性統計分析、獨立樣本t檢定、單因子變異數分析與事後多重比較、皮爾森積差相關分析等統計方法，所得研究發現如下：
一、 臺北市政府教育局成員所知覺的組織健康情形良好，其中以「關懷倡導」構面得分最高，其次為「士氣與成就」構面。
二、 受訪者對臺北市政府教育局組織績效認知良好，對於「支援與作業流程」程度最高，其次為「組織行為」，而對於「目標設定」程度最低。
三、 組織健康不因性別、年齡、教育程度、職位及服務單位有所差異；但在本機關服務年資的不同屬性下，會有不同的差異。
四、 組織績效不因性別、年齡、教育程度、職位及服務年資有所差異；但在服務單位的不同屬性下，會有不同的差異。
五、 臺北市政府教育局組織健康與組織績效之間具有密切的關連性存在。
本研究分別針對教育行政主管機關、組織成員以及未來研究者提出若干建議，包括：
一、 暢通組織內部單位間與人員間之溝通管道，保持良性互動
二、 建立經驗傳承制度，協助資淺同仁迅速適應工作與環境
三、 研究教育局組織結構及人力結構的適切性
四、 檢討刪除已經完成階段性任務之工作
五、 強化「目標設定」構面以提升組織績效的表現
六、 強化「關懷倡導」及「士氣與成就」等構面將有助於組織績效的表現
七、 提昇自我專業知能與績效水準，積極主動與主管溝通
八、 強化法治素養
This research aims to explore the different perception toward organizational health and performance among employees of Bureau of Education, Taipei City.
To achieve the research purpose, the author applied methods of literature review, questionnaire survey to collect necessary data for building conceptual framework. The questionnaire was adopted from previous studies and distributed to the incumbents of Education Bureau, Taipei City. Discarding 17 invalid responses, 148 valid responses remained for analysis. This is a response rate of 66%. Statistical methods including descriptive analysis, T-test, one-way ANOVA, Pearson correlation were employed for analysis.
1) Employees’ perception toward organizational healthy condition of the Education Bureau is fine, and “Care & Initiative” dimension gets the highest scores, the second highest scored is “ morale & Achievement”.
2) The perception what respondents have toward organizational performance in Taipei Education Bureau is fine, and the “Supporting & Operation Process” levels the highest, the second highest level is “Organizational Behavior” and the lowest one is “Objective Aiming.”
3) The organizational health won’t have any discrepancies with the following facts of gender, age, education level, position and where to serve; however, under the circumstances of the different attribution of the serving seniority in the institution will cause some dissimilarity.
4) The organizational performance won’t have any difference with the following facts of gender, age, education level, position and seniority; nevertheless, with the different attributions in serving institution will generate the discrepancies.
5) There’s an intimate correlation existed between the organizational health and organizational performance in Education Bureau.
This research respectively aims at educational administrative official authorities, organizational members and future researchers to brings up several suggestion inclusive of:
1) Flowing the communicating channel among organizational inner departments and faculties to maintain a benignant interaction.
2) Establishing the system of experiences passing down to assist less experiences colleagues could adapt to the workplace environment rapidly.
3) Study the adequacy of organizational structure and manpower formation in Education Bureau.
4) Reviewing and deleting the accomplished phases missions works
5) Strengthening the aspect of “objective aiming” to elevate the organizational performance.
6) Intensifying the aspects of “Care & Initiative” and “Moral & Achievement” will benefit the performance of organizational performance.
7) Boosting self professional knowledge and the level of performance, also to communicate with superiors actively.
8) Strengthening the law attainment. |
