本研究旨在探討嘉義縣國民小學總務主任對工作特性知覺與工作績效之差異及關係研究。以嘉義縣公立國民小學128 位總務主任為問卷調查對象，以改編之「嘉義縣國民小學總務主任對工作特性知覺與工作績效關係之調查問卷」為研究工具，共回收89 份有效問卷；將這些問卷所得之資料採用 SPSS12.0中文版的電腦統計套裝軟體進行統計分析，其中使用描述分析、T考驗、單因子變異數分析、相關分析等統計方法進行研究；最後依分析結果提出具體建議，以作為總務行政工作與教育主管機關施政參考之依據。本研究之結論包含以下幾點： 一、嘉義縣國民小學總務主任對整體工作特性知覺傾向同意之程度，其中以「工作重要性」層面的知覺表現最佳。 二、嘉義縣縣國民小學總務主任對整體工作績效同意度界於部分同意與同意之間，其中以「工作效率」層面的同意度最高。 三、工作特性知覺之同意度不因性別、婚姻狀況、教育程度、服務年資、學校位置、學校規模不同而有顯著的差異。 四、背景變項在整體工作特性知覺與各分層同意度之差異分析結果顯示：兼任總務工作年資的不同，對於整體工作特性知覺具顯著差異。 五、工作績效不會因性別、婚姻狀況、年齡、教育程度、服務年資、學校位置、學校規模不同而有顯著的差異。 六、兼任總務工作年資的不同對於整體工作績效具顯著差異。 七、嘉義縣國民小學總務主任對工作特性知覺之各層面（除「工作重要性」與「工作自主性」外）與工作績效各層面有顯著的正相關。 This research aims at probing the relationship between the job characteristics perception and job performance of the directors of the general affairs in elementary school of Chiayi county. Regarding 128 directors of the general affairs in elementary school of Chiayi county as the questionnaire respondent, 89 effective questionnaires were collected. These data of questionnaire go on statistical analysis, including descriptive analysis, t-test, variable analysis and relative analysis etc. The conclusions of this research are the followings: 1. The directors of general affairs in elementary school of Chiayi county tend to ‘agree’ about the job characteristics perception. Among them the item of job importance has the best perception. 2. Agreement of whole job performance option is between ‘agree’ and ‘part agree ’. 3. Sex, marital status, education level, serving age, school position and school size have no effects on the job characteristics perception. 4. The variable analysis shows that there is agreement between background and job characteristics perception. 5. Sex, marital status, age, education level, serving age, school position and school size have no effects on the job performance. 6. There is significant difference in serving years of the director of the general affairs. 7.Besides “work importance” and “work independency”, various stratification aspects of job characteristics perception are remarkable related to various stratification aspects of job performance.
