「公共服務動機」是趨使個人展現自我犧牲的奉獻精神、從事有利於他人及社會福祉的行為動機，有助於公務人員組織承諾、工作績效、工作滿意度及工作努力意願之提昇（Crewson, 1997;Vandenabble, 2009; Kim, 2005; Taylor, 2007），因此具有研究上的價值與重要性。當前對於公共服務動機的研究，多聚焦於公共服務動機的測量及影響結果，較少有學者探討公共服務動機的解釋因素；即便有學者就影響公共服務動機之因素進行實證研究，結果亦存在著不一致的結論。另一方面，我國對於公共服務動機之研究尚於起步階段，關於公共服務動機在我國制度系絡下的發展，仍需要更多研究予以了解。基此，本研究以台北市政府公務人員為對象，探討其公共服務動機的程度為何，並進一步分析影響公務人員公共服務動機的因素有哪些。研究結果發現，台北市政府公務人員具有中上程度的公共服務動機。此外政治意識形態、服務精神的養成、年齡、組織績效獎酬制度、工作內容公共性、志願服務經驗、家庭社會化及職務等因素，對於台北市政府公務人員的公共服務動機皆有顯著影響。研究發現可作為未來政府人力資源管理制度改革之參考依據。

Public Service Motivation (PSM) is the motivation that drives people to show their dedication to self-sacrifice and to devote themselves on something that is helpful for others and social welfare. PSM can enhance organizational commitment, job performance, job satisfaction and public servants' willingness to work hard (Crewson, 1997; Vandenabble, 2009; Kim, 2005; Taylor, 2007). Accordingly, PSM is valuable and important for further research. Most existing research for PSM focuses on measurement and influence of PSM, while little research investigates explantory factors of PSM. Even though some authors identified the factors that may explain PSM, they have not achieved a consensus conclusion. Moreover, the research for PSM in Taiwan is still in an embryonic stage, and thereby more studies on the development of PSM in Taiwan are needed. This resrarch thus aims to analzye the factors that explain PSM of public servants at Taipei City Government. The finding shows that public servants at Taipei City Government have above average level of PSM. In addition, political ideology, training for spirit of service, age, performance-contingent rewards, publicness of job content, volunteer experience, family socialization and manager position are significant factors that can exaplin PSM. The research finding provides implication for future reform of civil service human resources management system in Taiwan.

目次
第一章	緒論	1
第一節	 研究背景與動機	1
第二節	 研究目的與問題	3
第二章	文獻回顧與假設	5
第一節	 公共服務動機的概念意涵	5
第二節	 公共服務動機的影響	8
第三節	 公共服務動機的測量	12
第四節	 影響公共服務動機的因素	21
第五節	 研究假設	30
第六節	 小結	35
第三章	研究方法與設計	37
第一節	 研究架構	37
第二節	 資料來源	38
第三節	 問卷設計與變數測量	40
第四節	 因素分析與信度分析	48
第五節	 資料分析方法	51
第四章	分析結果	53
第一節	 描述性統計分析	53
第二節	 雙變數分析	58
第三節	 多元迴歸分析	64
第四節	 綜合討論	74
第五章	結論與建議	83
第一節	 結論	83
第二節	 研究貢獻與政策建議	85
第三節	 研究限制	86
第四節	 未來研究建議	88
參考文獻	89
附錄	97

表次
表2-1  間接測量相關研究之測量題項	14
表2-2  Perry（1996）公共服務動機測量量表	16
表2-3  Kim et al.（2013)公共服務動機測量量表	20
表2-4  影響公共服務動機因素之不一致結論	32
表3-1  樣本抽樣人數分配	38
表3-2  樣本代表性檢定	40
表3-3  公共服務動機量表題項	41
表3-4  自變項之問卷題項	45
表3-5  控制變項之問卷題項	47
表3-6  因素分析表	49
表3-7  依變項：公共服務動機之信度分析	50
表3-8  自變項之信度分析	50
表3-9  控制變項之信度分析	51
表4-1  公共服務動機之描述性統計	53
表4-2  性別之描述性統計	54
表4-3  教育程度之描述性統計	54
表4-4  服務精神的養成之描述性統計	55
表4-5  政治意識形態之描述性統計	55
表4-6  年齡之描述性統計	55
表4-7  志願服務經驗之描述性統計	56
表4-8  家庭社會化之描述性統計	56
表4-9  組織績效獎酬制度之描述性統計	56
表4-10 工作內容公共性之描述性統計	57
表4-11 職系之描述性統計	57
表4-12 職務描述性統計	57
表4-13 性別與公共服務動機之差異性分析	58
表4-14 教育程度與公共服務動機之差異性分析	59
表4-15 服務精神的養成與公共服務動機之相關分析	59
表4-16 政治意識形態與公共服務動機之差異性分析	60
表4-17 年齡與公共服務動機之相關分析	61
表4-18 志願服務經驗對於公共服務動機之差異性分析	61
表4-19 家庭社會化與公共服務動機之相關分析	62
表4-20 組織績效獎酬制度與公共服務動機之相關分析	62
表4-21 工作內容公共性與公共服務動機之相關分析	63
表4-22 職系對公共服務動機之差異性分析	63
表4-23 職務對公共服務動機之差異性分析	64
表4-24 對公共服務的吸引力之階層迴歸分析結果	66
表4-25 同情心之階層迴歸分析結果	68
表4-26 自我犧牲之階層迴歸分析結果	70
表4-27 整體公共服務動機之階層迴歸分析結果	72
表4-28 共線性診斷表	73
表4-29 各變項對於公共服務動機的影響	81
表4-30 研究假設驗證表	81

圖次
圖3-1 研究架構圖	37

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