近年，公務人員的服務動機、績效表現與離職（調職）問題成爲組織管理的核心議題。尤其，在公職考試的報考人數逐年下降的情況下，行政機關面臨到組織留才的挑戰。然而，雖然許多研究已明確指出工作責任會影響工作滿意度的認知，而工作生活平衡與人際關係分別是工作責任及工作滿意度的重要組成因子，但卻較少研究將此變數單獨進行分析。因此，本文欲以「公務人員高等考試三級考試」（以下簡稱：高考）之初任文官作爲調查對象，探討工作責任認知及工作生活平衡態度對於人際關係滿意度的影響情況程度。此次調查資料採用「『爲官之道』：臺灣新進公務人員生涯長期追蹤調查研究（臺灣文官調查VII，2019-2022，第二期）」爲分析來源，共蒐集了216位通過2019年高考三級的新進公務人員，透過問卷調查方式探討工作責任、工作生活平衡及人際關係滿意度之相互影響。本研究資料處理之特別處在於：一、使用當年通過高考之初任公務人員爲研究樣本；二、有別於過去大多將工作滿意度作爲依變數，本文改以人際關係滿意度作爲結果變數；三、結合工作責任與工作生活平衡分析與人際關係滿意度之差異性。研究發現則有以下三點：一、初任公務人員若過度超時加班或身體健康狀態不佳會降低與主管及同事的人際關係滿意度，若需要承擔照顧（未成年）子女的家庭責任也會造成工作與生活的失衡；二、初任公務人員愈能在工作與生活取得平衡，則愈能提升主管與同事的人際關係滿意度；三、初任公務人員在工作責任上愈重視組織內部規範及個人自主性，則會降低與主管及同事關係的滿意度，而工作生活平衡在兩者間不具有中介效果。

Over the past couple of years, the issues of work performance and resignation (transfer) among civil servants have been addressed in the organizational management research on attracting and retaining talent. However, there are few studies discussing work cognition, attitudes and observations of the newcomers employed through the senior civil service examination. Hence, this research aims to analyze the impact that work responsibilities and work-life balance have on interpersonal relationships, and their correlations, based on the data collected from the Taiwanese Government Bureaucrat Survey VII (2019-2022). The differences of this study compared to past research include: (1) we conducted the first survey given to beginning civil servants; (2) we employed satisfaction of interpersonal relationships as the dependent variable instead of work satisfaction; (3) we combined elements of work responsibility and work-life balance for the independent and mediating variables. The major findings show that: (1) conditions of overworking and decreased physical health have a negative effect on the satisfaction of interpersonal relationships, and the responsibility of child care has shown a negative effect on work-life balance; (2) a higher cognition of work-life imbalance has a negative effect on the satisfaction of interpersonal relationships; (3) the work responsibilities of internal organizational norms and autonomy have partial negative effects on satisfaction of interpersonal relationships with supervisors and colleagues, and the mediating effect of work-life balance shows a non-significant influence.