高雄市政府警察局專案性獎懲制度與工作績效相關之研究-以所屬十七個分局為例

The Relationship Between Reward-Punishment System and Performance-The Case of Kaohsiung Police Officers In Seventeen Bureau

蔡孟諺(Meng-Yen Tsai)

指導教授 ： 林皆興 ； 江育真

義守大學/管理學院/管理碩博士班/碩士(2015年)

https://doi.org/10.6343/ISU.2015.00358

摘要

本研究旨在分析研究探討高雄市政府警察局所屬十七個分局之警察人員對現行警察人員獎懲制度與警察人員工作績效的關係，以及各變項對於警察工作績效之反應。本研究經由文獻探討、專家效度，歸納總結探討高雄市政府警察局所訂各項勤、業務獎懲，對於警察工作績效的關聯；本研究共發出250份問卷，以高雄市政府警察局所屬十七個分局之警察人員為普查對象，回收問卷234份，回收率為93.6％，剔除無效問卷後，共得215份有效問卷。之後，再以平均數、標準差做為統計資料的方法，再綜合統計結果及文獻探討，最後形成本研究的結論與建議。研究發現如下：
一、「男性」之警察人員整體獎懲制度有顯著差異存在。
二、「56歲(含）以上」之警察人員整體獎懲制度有顯著差異存在。
三、「擔任警務員(所長、督察員、隊長)」之警察人員整體獎懲制度有顯著差異存在。
四、「警年資31年(含）以上」之警察人員整體獎懲制度有顯著差異存在。
五、「碩士以上」之警察人員整體獎懲制度有顯著差異存在。
六、「繁重分局(新興分局、苓雅分局、三民第二分局、左營分局、鳳山分局、岡山分局、林園分局、前鎮分局)」之警察人員整體獎懲制度有顯著差異存在。
七、「刑事警察」之警察人員整體獎懲制度有顯著差異存在。
八、「擔任主管」之警察人員整體獎懲制度有顯著差異存在。
九、警察人員的獎懲制度越公平與受到員警的信任，則越能提升警察工作績效。

關鍵字

警察人員 ； 獎懲制度 ； 工作績效 ； 信任 ； 公平

並列摘要

This study aims to analyze the study was to investigate the Kaohsiung City Government-owned seventeen branch of the police station police officers on the existing relationship between police officers and police staff job performance rewards and penalties, as well as response variables for each performance of police work. This study through literature review, expert validity, summarized the Kaohsiung City Government Police Department set out to explore the ground, business incentives, performance related to police work; In this study, 250 questionnaires were issued to the Kaohsiung City Government-owned seventeen branch of the police station police officers for the census, 234 questionnaires were recovered, the recovery was 93.6%, excluding invalid questionnaires, the total was 215 valid questionnaires. After that, then the mean and standard deviation as the statistics method, and then integrated statistical results and the literature review, the final form of the conclusions and recommendations of this study. The study found the following:
1.Police officers of the overall reward system "men" have significant differences exist.
2.Police personnel overall reward system, "56-year-old (or more)" There's a significant difference exists.
3."As a security officer (director, inspector, captain)," the police officer's overall reward system has significant differences exist.
4."Police seniority 31 years (or more)" Police officers have a significant difference in the overall reward system exists.
5.Police personnel overall reward system "master's" There's a significant difference exists.
6."Onerous Branch (new branch, Lingya branch, the second branch of San Min, left Camp Branch, Fengshan Branch, Okayama Branch, Lin Yuan Branch, the former Town Branch)," the police officer's overall reward system has significant differences exist.
7.Police officers of the overall reward system "Criminal Police" have significant differences exist.
8."Headed" Police officers have a significant difference in the overall reward system exists.
9.Reward and punishment system more equitable and police personnel trusted police officers, the more it can enhance the performance of police work.

並列關鍵字

Police officers ； Reward-Punishment System ； Performance ； Trust ； Equity

參考文獻

鄭志富（1996）。體育運動管理人員專業能力之探討。中華體育季刊。

Butler, F. (1978). The concept of competency: An operational definition. Educational Technology, 18, 7-18.

Rosemary, L. M., ＆ James, A. W. (2000). Beyond initial certification: the assessment and maintenance of competency in professions. Evaluation and Program Planning, 23, 95-104.

一、中文部分

王秉鈞(1995)。管理學。台北市：華泰。