[[alternative]]Research on the Core Competences of the Government Employee Ethics Officers in Ministry of Finance

碩士商業教育學系[[abstract]]本研究旨在找出財政部政風人員應具備之關鍵核心能力，提供財政部政風機構作為提昇組織競爭力與工作績效的參考，主要研究目的：一.探討政風人員應具備的核心能力。二.探討政風人員欠缺的核心能力。三.探討政風人員對核心能力重要程度看法的差異性分析。四.探討政風人員對本身所具核心能力程度看法的差異性分析。 本研究以「量化」方式為主，「質化」方式為輔，在研究設計上首先採用文獻探討法，從探討中建構出理論基礎，復經學者、專家之指導意見據以編製問卷調查表及訪談題綱，並經實地調查後，就回收問卷資料及訪談資料分別整理及統計分析。本研究發現如下： 一、 政部高階政風人員應具備40項核心能力；中階政風人員應具備36項核心能力；基層政風人員應具備43項核心能力。 二、 高階政風人員在其所應具備之核心能力中，本身能力不足的項目有2項；中階政風人員在其所應具備之核心能力中，本身能力不足的項目有14項；基層政風人員在其所應具備之核心能力中，本身能力不足的項目有33項。 三、 不同背景因素政風人員對核心能力重要程度看法的分析結果中，不同年齡政風人員在自我管理能力構面所屬核心能力達顯著水準，其中41至45歲之政風人員對自我管理構面核心能力在工作中重要程度之看法，較31至40歲、46歲以上政風人員為低。 四、 不同背景因素政風人員對本身所具核心能力程度看法的分析結果中，基本能力、專業能力構面性別、年齡、官職等、公職年資、主管年資均達顯著水準；自我管理構面官職等達顯著水準；前瞻能力構面性別、官職等達顯著水準。[[abstract]]This research focuses on finding out the crucial core competences which government employee ethics officers in Ministry of Finance need, giving the Ethics Office in Ministry of Finance references towards enhancing competitiveness and work performances. The key purposes of the research are: 1) investigating the core competences which the government employee ethics officers require, 2) looking into the core competences that the government employee ethics officers lack, 3) probing into the analysis on differences in ethics officers’ viewpoints towards the degree of importance of core competences, 4) discussing the analysis on discrepancies in ethics officers’ viewpoints’ towards the degree of core competences. The primary framework of this research is a quantitative study, and qualitative study is utilized as assistance. On the design of this research, the paper adopts a literature review, constructing theoretical basis from within. Furthermore, guidance and ideas contributed by scholars and experts have been edited into questionnaire and outline of interviews. After field investigation, the questionnaire answered and the information from interviews have been compiled and dissected. Then, the research concludes: 1. High-ranking government employee ethics officers in Ministry of Finance are supposed to own forty core competences; middle-ranking government employee ethics officers are supposed to own thirty six core competences; the fundamental government employee ethics officers are supposed to own forty three core competences. 2. Among the core competences that high-ranking government employee ethics officers need, they do not meet the standards of two of them; among the core competences that middle-ranking government employee ethics officers need, they do not meet the standards of fourteen of them; among the core competences that fundamental government employee ethics officers need, they do not meet the standards of thirty three of them. 3. An analysis was conducted on government employee ethics officers coming from different backgrounds and environments, examining their viewpoints towards the degree of importance of core competences. And the result stands: government employee ethics officers in different ages has attained significant standard in the core competences in self-management capacity. When it comes to the degree of importance about self-management core competences in career life, officers from 41 to 45 years old do not take it as seriously as those from 31 to 40 and those from 46 or above. 4. The other analysis was conducted on the same officers, examining their viewpoints towards the degree of core competences they have. From the result, the gender, age, official ranking, years of working experiences as a public officer, years of working experiences as an executive have reached significant standards in fundamental capacity and professional capacity. Official ranking has reached a significant standard in self-management capacity. Besides, gender, official ranking have reached a significant standard in prospective capacity