Impact Assessment Of Taiwan's Official Personnel Reward System

Public sector and general enterprise are different in terms of personnel mentality,organizational culture,and organizational purpose.Because of the competition and limited resources,enterprises can use the flexible salary system to educate and retain talents.However,the public sector is not easily flexibledue to factors such as the political system,external pressure groups and organizational rigidity.This affects the enthusiasm and membership stability of the public members of Taiwan.This studycollects relative literatures toconstructs ?Public employee's assessment reward model for work motivation? and “Public employee's assessment reward model for retention intention? to analyze how various factors affect the work motivation and retention intention of the public members.For above reason,this study collects samples of civil servants from Taiwan(includes Taipei City,Taichung City,Kaohsiung City,Chiayi County and Hualien County)to analyze.In the study,the reliability analysis and validity analysis were used to verify the consistency of the questionnaire items in each research facet of the research scale,and the statistical analysis was used to understand the distribution of Taiwanese civil servants.Pearson correlation analysis was used to explore the correlation of each research facet.,This research uses regression analysis to understand how various factors affect the motivation and stay intention of members in the public.After executing experiment,we can understand differences in incentives and reward preferences among civil servants from Taiwan in the Confucian cultural life circle.We will explain and discuss management meaning based on the analysis results.The results of the study is as follows.We execute random sample in this study.In the gender section,all males(332)were more than females(279).In the age group,the age distribution of civil servants in Taiwan was fairly balanced.The age between 31 to 50 group is the main force(relatively high).In the marital status of the sample,all civil servants have an unmarried and married proportion(311 to 300).In the education level of the sample,all civil servants graduated from college or college.In the large part of the sample size,all Taiwanese public organizations have a large number of medium-sized organizations from 6 to 10 people.In the seniority section,the current salary of Taiwanese civil servants is between 1 to 10 years.Therefore,Taiwan's Civil servants have a tendency to rejuvenateat present.This is the current situation of the distribution of manpower in Taiwanese civil servants.In the relevant analysis section,the model of the factors affecting the motivation of the civil servants' assessment rewards and the model of the factors affecting the retention willingness of civil servants.Most of the study facets in each study were low-or moderate-related.In the regression analysis,civil servants in Taiwan have the highest civil servants in Hualien County in terms of salary and welfare,job satisfaction,organizational fairness,social support and willingness to stay.The reason is that the salary of worker in Hualien County is the same as that of civil servants in Taiwan's rural areas,but the affairs in Hualien County are less.Salary and welfare,job satisfaction is relative positive high in Hualien County,while Taipei City's job burnout,work and family conflicts,and other negative factors are higher and their willingness to stay is lower in Taipei.In the regression analysis section,?Salary benefits?,"organizational recognition" can enhance the "work motivation","job burnout" and "work stress" of the civil servants in Taiwan authorities."Work motivation","salary benefits" and "organizational commitment" of the civil servants of the Taiwan authorities can be adversely affected.The "willingness to stay","job burnout" and "work stress" of the civil servants of the Taiwan authorities will reduce the "willingness to stay" of the civil servants of the Taiwan authorities.The innovations of this study include "simultaneous analysis of factors affecting job motivation and influencing retention intentions for the government to establish a reasonable performance appraisal system","group analysis for civil servants to facilitate the government to develop a flexible reward system","discuss the relationship of social support,workstress and the motivation of civil servants work".This study puts forward suggestions on the personnel related issues of the Taiwan authorities,it includes "improving the civil service pay and benefits","reducing job burnout of the civil servant","improving the civil service organization's identity" and "reducing the pressure on civil servants".Finally,conclusions and future research topics are discussed.