近年來，因社會變遷、科技發達與人民需求提昇，使得人民要求政府要具有代表性，更要求具有反應力、肯負責。所以，建構一個有績效的文官系統為時勢所需。又要將威權政府化成為體現民意、為民所有的民主政府，必須先維護一個以公平、正義、功績制為基礎的文官系統機制。而許多研究發現，員工對績效考核公平的認知會影響個人結果及組織結果，包括工作滿足、工作投入、對組織的承諾，對主管的信任等。
因此，本研究乃以高雄市政府之所屬機關—警察局、市立醫院及稅捐稽徵處三類不同屬性之公務人員為研究對象，並以個人屬性、績效考核公平（包括程序公平、分配公平）為自變項，工作態度（包括工作滿足、組織承諾、工作投入）為依變項，探討個人屬性變項、績效考核公平與工作態度之關係及影響，以作為各機關改善績效考核制度及從事公務人力資源發展之參考，進而提昇公務人員服務績效。本研究共發放問卷740份，取得有效問卷為631份，經由t檢定、單因子變異數分析、Person相關、迴歸、層級複迴歸及典型相關等統計分析後，得到重要發現如下：
1.績效考核的程序公平、分配公平與工作態度各構面間，均呈非常顯著正相關及影響力；且分配公平對工作滿足、組織承諾、工作投入之解釋力均大於程序公平。由此可見，分配公平對工作態度之解釋上具有其重要性。
2.在公務人員屬性上，年齡、服務年資及機關別，對績效考核之程序公平、分配公平，以及工作滿足、組織承諾、工作投入等，均有顯著差異。
3.經透過典型相關分析得知，績效考核公平與工作態度兩組變項之關係程度，程序結構、客觀原則、意見表達、實際績效、自我評估等五個準則變項主要影響到內在滿足、外在滿足、努力承諾、價值承諾、留職承諾等五個預測變項。結果評估，主要影響到努力承諾、工作投入等二個預測變項。
根據實證研究結論，分別就績效考核的過程、結果、工作態度及管理者等方面，提出以下建言：依職務性質建立不同之考評標準及項目、績效考核的項目與標準應由主管和部屬共同設定、主管與部屬應保持良性互動、基層人員之聲音應予重視、對考核者應施以訓練、加強宣導公務人員保障制度功能、提昇機關考績委員會之位階及代表性、適度地強調績效考核對員工發展方面的功能、考核結果應予以有效運用、建立不同類型而富有激勵力量的報償或獎償制度、提昇公務人員之外在滿足、組織應重視知識管理與分享制度等。

In the past few years, the people require the government became more representative, reactive and responsible due to the change of society, the development of technology and the increase of the people’s requirements. Therefore, the establishment of the efficient civil service system is the need for the current situation. The government has to maintain the civil service system, which is based on justice, rightfulness and merits system, before it becomes a democracy, which should represent the will of the people and owns by the people, from an authoritarian government. Most researches show that the employees’ cognition of the performance appraisal’s justice will affect their individual results and organizational results, and the cognition includes job satisfaction, job involvement, a commitment to organization, trust in the management and etc…
Therefore, three different attributes of civil servants, who are respectively from the authority of Kaohsiung City Government, including police station, municipal hospital and tax authority, are subjects for the research. Individual attributes and the performance appraisal’s justice (including procedural justice and distributive justice) are the self-variable item, and the working attitude (including job satisfaction, organizational commitment and job involvement) is the variable item. To take the discussion of the correlation and the influence between the self-variable item of individual attributes, the performance appraisal’s justice and the working attitude as the reference to improve the performance appraisal’s system and the development of the civil service’s manpower, and then increase the service achievements of civil servants. There are 740 questionnaires in total of the research, and effective questionnaires are 631 copies. After Independent test, One-way ANOVA, Person Correlation Analysis, Regression Analysis, Hierarchical Multiple Regression, Canonical Correlation Analysis, and etc… the important discoveries are as follows:
1.The correlation and the influence between the procedural justice, distributive justice and the working attitude of performance appraisal are very obviously. The explanation of distributive justice for job satisfaction, organizational commitment and job involvement is greater than the procedural justice. That proves distributive justice is very important for the explanation of the working attitude.
2.In the aspect of civil servant’s attribute, age, length of service and different authority will cause obviously difference to the procedural justice, distributive justice, job satisfaction, organizational commitment and job involvement of performance appraisal.
3.Thus it can be known by a typical correlation analysis, the degree of correlation between two variable items (performance appraisal’s justice and the working attitude) and five principles variable items (including procedural structure, objective principle, opinion expression, actual achievements and self-evaluation) will mainly affect five anticipating variable items (including internal satisfaction, external satisfaction, endeavored to commit, valuable commitment and commitment of remaining in position). And the influence of results will mainly affect two anticipating variable items, including endeavored to commit and job involvement.

According to the conclusion of actual demonstration, the following suggestion is provided for the process, result, working attitude and the management of the performance appraisal: Establish a different appraising standard and item in accordance with the character of position. The appraising standard and item should be made by both the management and the subordinates. The management and the subordinates should keep good interaction. The point of view of the basic level personnel should be taken seriously. The appraiser should be training. Strengthen the propagation of the function of the civil servants’ protection system. Promote the status and representative of appraising committee. Strengthen the function of performance appraisal to the development of employees properly. Exercise the result of appraisal efficiently. Establish various and encouraging recompense or reward system. Increase the external satisfaction of the civil servants. The organization should pay attention to the knowledge management and the sharing system.

第一章 緒論……………………………………………………………1
第一節 研究背景與動機……………………………………………1
第二節 研究目的……………………………………………………3
第三節 研究流程……………………………………………………4
第二章 文獻探討………………………………………………………5
第一節 績效考核……………………………………………………5
第二節 績效考核公平…………………………………………….18
第三節 工作態度………………………………………………….27
第四節 績效考核公平與工作態度之關係……………………….38
第三章　研究方法…………………………………………………….43
第一節 本研研究之概念性架構…..………………………………43
第二節 研究變項定義與衡量…………………..…………………44
第三節 研究架構與研究假設…..…………………………………55
第四節 資料蒐集方法與研究樣本……………………………..…56
第五節 資料分析方法…………………………………………....64
第六節 研究限制…………………………………………………..66
第四章 資料分析與討論…………………………………………….67
第一節 各研究變項之描述統計分析…………………………….67
第二節 個人屬性與各研究變項之關係………………………….72
第三節 績效考核公平對工作態度之影響……………………….82
第四節 個人屬性與績效考核公平對工作態度之影響………….87
第五節 績效考核公平對工作態度之典型相關分析…………….96
第五章 結論與建議…………………………………………………101
第一節 結論………………………………………………………101
第二節 管理上的涵義…………………….…………………….108
第三節 建議………………………………………………………111
參考文獻………………………………………………………………115
附錄一高雄市政府公務人員之平時獎懲、考績、保障案件統計表127
附錄二預試問卷………………………………………………………131
附錄三正式問卷………………………………………………………137

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