本文聚焦於探討「衛生福利部所屬醫療機構績效評核原則」之設計內涵，並以部立醫院醫師為分析標的，進一步應用必要任務屬性理論來檢視醫師之任務屬性 (例行性、非例行性)、績效量度設計之配適程度 (激勵性、不適切性) 對工作績效之影響。透過問卷調查方式取得218 份研究樣本，實證結果發現：(1) 醫師認知績效量度在設計面之配適性會影響其工作績效。然而現行臨床工作績效量度並無法對醫師形成激勵效果；(2) 當醫師從事「非例行性」程度越高的臨床服務工作時，會因認知現行績效量度不具適切性，進而間接對其臨床服務績效產生負向影響。(3) 當醫師從事「例行性」程度越高的公共服務工作時，會認知現行績效量度具激勵性，進而間接對其公共服務績效產生正向影響。

This paper introduces “theory of requisite task attributes” and examines the effect of physicians’ task attributes (routine and non-routine) and fitness of performance measures (degree of motivation and noise) on with the doctors from the hospitals under Taiwan’s Ministry of Health and Welfare. There are 218 research samplescollected through a questionnaire survey. Empirical results show that: (1) Physicians’ cognition of fitness of performance measures has a positive effect on job performance. The noise of performance measures has significant negative effect on job performance, and the motivation of performance measures has significant positive effect on job performance. (2) The relationship between non-routine task attributes and clinical job performance can be fully mediated by the noise of clinical job performance measures where non-routine task attributes decrease the noise of performance measure, and the noise of performance measure is negatively associated with clinical job performance. (3) However, the relationship between routine task attributes and public service job performance can be accounted for by a partial mediation where routine task attributes increase the motivation of public service performance measures, and the motivation of performance measures is positively associated with public service job performance.