本研究旨在探討於99年12月25日合併改制後台中市政府警察之情緒勞務、組織承諾、組織公民行為與工作滿意度之間的關係,及檢定警員的背景變項間是否存在顯著差異,藉此供警政機關作為管理策略的參考。鑑於此,本文將情緒勞務、組織承諾、組織公民行為當成自變項,工作滿意度為依變項,依此探討合併改制後台中市政府警察局警察人員的知覺感受與行為意向。以合併改制後台中市政府警察局所屬分局之員警作為研究對象,進行問卷之發放,並依受試者認知,採李斯特五點量表計分,再進行敘述性統計分析、因素分析、信度分析、獨立樣本t檢定、單因子變異數分析定及線性結構關係模式(SEM),來驗證本研究之假設。經統計分析,得到以下結論: 一、不同背景變項警察人員之情緒勞務、組織承諾、組織公民行為與工作滿意度存在部分顯著差異。 二、警員之情緒勞動對組織承諾,有正向顯著的影響。 三、警員之情緒勞動對組織公民行為,有正向顯著的影響。 四、警員之情緒勞動對工作滿意度,有正向顯著的影響。 五、警員之組織承諾對組織公民行為,有正向顯著的影響。 六、警員之組織承諾對工作滿意度,有正向顯著的影響。 七、警員之組織公民行為對工作滿意度,有正向顯著的影響。
The study mainly investigates the relationship of emotional labor, organizational commitment, organizational citizenship behavior, and job satisfaction for the precinct of Taichung City government police bureau after country merging. And test background variables of police officers, whether there are significant differences. The result could for police authorities to take this reference as a management strategy. We defined emotional labor, organizational commitment, organizational citizenship behavior as independent variables, and job satisfaction as the dependent variable, that investigates the perceptions and behavioral intentions of the Taichung City Government Police police officers in the merger restructuring. Explore the perceptions and behavioral intentions of the Taichung City Government Police police officers in the merger restructuring. Cognitive and according to the subjects, Liszt adopted a five-point scale scoring, then the descriptive statistical analysis, factor analysis, reliability analysis, independent sample t-test, one-way ANOVA analysis and linear structural relationship model (SEM) to verify the assumptions of this study. After statistical analysis, the following conclusions: 1. Different background variables, the entry of police personnel of emotional labor, organizational commitment, organizational citizenship behavior and job satisfaction, there are some significant differences. 2. There would be a positive influence of emotional labor on organizational commitment. 3. There would be a positive influence of emotional labor on organizational citizenship behavior. 4. There would be a positive influence of emotional labor on job satisfaction. 5. There would be a positive influence of organizational commitment on organizational citizenship behavior. 6. There would be a positive influence of organizational commitment on job satisfaction. 7. There would be a positive influence of organizational citizenship behavior on job satisfaction.