都會區警察派出所員警風紀影響因素之研究

Study on Affecting Factors of Discipline of Urban Police Station Officers

陳建宏(Chien-Hung Chen)

指導教授 ： 黃富源

國立臺北大學/社會科學學院/犯罪學研究所/碩士(2011年)

摘要

本研究目的旨在探討都會區派出所員警風紀之影響因素，基於風紀是個不確定概念，且涵攝範圍極廣，為利後續統計分析與研究而能有所呈現，爰以「獎懲分數」為研究風紀代表，以臻明確。另依相關文獻資料，除加以純化出派出所「環境特徵（由鄰里風氣、關說施壓及轄區複雜等3個分測驗組成）、組織特徵（由監控因素、競爭因素及凝聚因素等3個分測驗組成）及羞恥作用（由共識感、道德感、形象感及自我感等4個分測驗組成）」等3個變項外，研究者實務經驗認為前揭變項與「獎懲分數」間會有顯著影響，從而以「獎懲分數」變項代表風紀分數探討環境特徵、組織特徵及羞恥作用（含各分測驗）與其之間影響關係，藉此實證分析結果解答本研究之假設。
本研究抽樣方式以抽樣之縣市警察局所屬派出所員警進行普查。研究問卷總計發送2,777份，回收計2,588份，回收率約為92％，再經彙整總計取得有效問卷1,764份納入統計，並採t考驗及單因子變異數、因素分析及多元迴歸與路徑分析。
本研究結果顯示：（一）環境特徵對組織特徵會產生直接影響。（二）從整體變項對派出所員警獲得獎勵而言，僅與羞恥作用具有直接影響，與環境特徵及組織特徵則無直接影響；另各變項分測驗中，又僅與環境特徵之鄰里風氣、關說施壓，以及羞恥作用之共識感、道德感、形象感及自我感具有直接影響。（三）從整體變項對派出所員警受到懲處而言，僅與組織特徵具有直接影響，與環境特徵及羞恥作用並無直接影響；另在各變項分測驗中，僅與環境特徵之鄰里風氣，以及組織特徵之凝聚因素具有直接影響。
另透過不同控制變項分析發現：（一）男警對道德感及形象感的重視程度明顯高於女警。（二）從職務的角度，在鄰里風氣、關說施壓、監督因素及競爭因素，以擔任非主管職務者具有影響；在凝聚因素及共識感、道德感、形象感與自我感，以擔任主管職務者具有影響；至獎懲獲得，以兩者皆具有影響。（三）從年齡的角度，在鄰里風氣及監督因素，以年齡未滿30歲至42歲者具有影響；在形象感，以年齡43歲至49歲者具有影響；至獎懲獲得，以37歲至42歲者具有影響，其中獲得獎勵又以37歲至42歲者明顯高於31歲至36歲者。（四）從教育學歷角度，在監督因素，以基特班者具有影響；在道德感，以警察大學（含碩士以上）學歷者具有影響；在形象感及自我感，以專科警員班及警察大學（含碩士以上）者具有影響，惟在自我感則又以警察大學（含碩士以上）高於專科警員班學歷者。至獎懲獲得，以專科警員班及警察大學（含碩士以上）學歷者具有影響。（五）以從警年資角度，在鄰里風氣及關說施壓，以3年以上未滿15年者具有影響；在監督因素，以3年以上未滿9年者具有影響；在道德感、形象感及自我感，以15年以上者具有影響；至獲得獎勵，以3年至15年以上者具有影響，其中又以9年至15年以上者明顯高於3年以上未滿9年者，受到懲處，則以3年以上未滿9年及15年以上者具有影響。
最後，本研究建議如下：一、以整體研究結果而言，各警察機關應（一）審慎評估可能對組織及員警產生影響的外在環境條件。（二）加強組織文化風氣改善並正向適時鼓勵。（三）加強羞恥及道德觀念與認知的灌輸與教育。二、以警政策略而言，未來應朝以下面向進行興革：（一）在整體環境層面應1、確立警察工作角色，維護警察體制。2、不畏強權施壓，堅定中立立場。（二）在整體組織層面應1、主官（管）應以身作則，樹立優良榜樣。2、以相互關心替代監督，達到相互學習。3、重視組織工作，養成內部文化風氣。4、賞罰覈實，督導並重。5、重新檢視專案，精益求精。（三）在羞恥作用層面應1、強化自我規律，提升自我控制。2、加強倫理教育，提升道德認知。3、加強法紀教育，提升法治觀念。

關鍵字

都會區 ； 派出所 ； 羞恥作用 ； 警察風紀

並列摘要

This study explores the factors of police discipline in the police stations of metropolitan areas. As discipline is a vague concept and subsumes a wide range, to facilitate the subsequent statistical analysis and present research, “reward points” was used to represent the discipline to achieve clarity. Based on the relevant literature, the three variances of the police stations include the “environmental features (composed of three sub-tests of the neighborhood atmosphere, persuasion pressure, and domain area complex), organizational features (com-posed of three sub-tests of control factors, competition factors, and cognition factors), and the role of shame (composed of four sub-tests of consensus feeling, morality, image, and sense of self).” In addition to examining these three variances, the researcher believes from practical experience that the afore-disclosed variances have a significant impact on the “reward points.” Thus, the “reward points” variance represents the discipline points to explore the environ-mental features, organizational features, and the role of shame (including the sub-tests) and the relationships of impact between them. The results of the empirical analysis are used to test this study’s hypothesis.
In this study, the police stations was used as the sample; a total of 2,777 survey ques-tionnaires were distributed, and 2,588 were recovered, accounting for a recovery rate of 92%. After collation, a total of 1,764 valid questionnaires were included in the statistics for t-test and one-way ANOVA, factor analysis, and multiple regression and path analysis.
The results showed the following: (1) Environmental features have a direct impact on the organizational features. (2) Of the overall variances for the police to obtain awards, only the role of shame has a direct impact, and the environmental features and organizational features have no direct impact; in the sub-tests of the variances, only a direct impact is shown on the neighborhood atmosphere, persuasion pressure of environmental features, and the consensus sense, morality, image and sense of self in the role of shame. (3) And of the overall variances for police to receive punishment, only organizational features have a direct impact, and envi-ronmental features and the role of shame have no direct impact; in the sub-tests of each va-riance, only the neighborhood atmosphere of environmental features and the cohesion of or-ganizational features have a direct impact.
The analysis of the different control variances uncovered the following findings: (1) Po-licemen, more than policewomen, attach a significantly higher degree of importance on mo-rality and image. (2) From the point of view of the post, the neighborhood atmosphere, persu-asion pressure, supervision factors, and competition factors have an impact on the police who served in non-competent positions; and the cohesion factors and sense of consensus, morality, image and sense of self have an impact on those who served in competent positions. As to obtaining rewards and punishments, both have an impact. (3) From the age point of view, the neighborhood atmosphere and supervision factors have an impact to those between 30 to 42 years of age; the image has an impact on those between 43 to 49 years of age; the attainment of rewards and punishments have an impact on those between 37 to 42 years of age; whereas obtaining rewards has an impact on those between 37 to 42 years of age significantly higher than those between 31 to 36 years of age. (4) From the education attainment point of view, the supervision factors have an impact on those on the basic special team. Morality has an impact on police with a university degree (including master’s and higher). The image and sense of self have an impact on police with a diploma of police college or university degree (including master’s and higher), but the impact of the sense of self on those with a Police University degree (including master’s and higher) is higher than on those with a diploma of police college. As for the attainment of the rewards and punishments, there is an impact on those with education attainment of police college or Police University (including master’s and higher). (5) From the point of view of years of service, the neighborhood atmosphere and persuasion pressure have an impact of 3 to 15 years of service, the supervision factors have an impact of 3 to 9 years of service, and morality, image and sense of self have an impact of more than 15 years of service. As for obtaining rewards, it impacts those who served for 3 to 15 years or more, whereas 9 to 15 years were significantly higher than the 3 to 9 years, and to receive punishment impacts those between 3 years and 15 years, and over 9 years.
Finally, this study puts forward the following suggestions: 1. In the overall results, the various police agencies should (1) carefully assess the external environmental conditions that may affect the organization and police; (2) strengthen the organizational culture and atmos-phere to improve the timely and positive encouragement; and (3) strengthen the concept of shame and morality and the inculcation and education of awareness. 2. For policing, the future should be oriented towards the following reforms: (1) The overall environment level should (a) establish the role of police work and maintain the police system; and (b) ensure the defiance of a powerful pressure and maintain firm neutrality; (2) In the overall organizational level (a) the chief officer should set himself as a good example; (b) demonstrate mutual concern instead of supervision, to learn from each other; (c) attach importance to the organization to develop an internal culture; (d) verify rewards and punishments and pay equal attention to supervision and guidance; and (e) review and improve the project; (3) In the level of the role of shame, it should (a) strengthen the self-rule and improve self-control; (b) strengthen ethics education to enhance moral awareness; and (c) strengthen the rule of law education to enhance the rule of law concept.

並列關鍵字

metropolitan areas ； police stations ； role of shame ； police discipline

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