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題名 臺灣警察專科學校學生人格特質、工作價值觀與組織認同相關性之研究
作者 張麗美
Chang, Li-Mei
貢獻者 孫本初<br>葉毓蘭
<br>
張麗美
Chang, Li-Mei
關鍵詞 臺灣警察專科學校
專科警員班正期組
基層特考班
內外控人格特質
工作價值觀
組織認同
日期 2004
上傳時間 14-Sep-2009 12:29:18 (UTC+8)
摘要 摘 要
     成功的人力資源管理策略，方能有效提昇組織效能，而組織能否「得才」，為組織效力，更是影響組織成功與否之關鍵。組織投注大量資源培育人才，冀望成員對組織忠誠及有所貢獻，是以個人與組織的適配性，對組織及個人生涯發展而言，具有密不可分之重要性。
     人力晉用與教育訓練功能整合，對於「警政再造方案」具關鍵性影響力，本研究以臺灣警察專科學校專科警員班第23期正期組行政警察科，及93年基層行政警察特考班學生為研究對象，探討學生人格特質、工作價值觀與組織認同之相關性，透過問卷調查蒐集資料，取得有效樣本937份，利用獨立樣本t檢定、單因子變異數、卡方檢定、皮爾森相關係數及迴歸分析等統計方法，分析結果發現：
     一、在人格特質方面：55%學生人格特質較多傾向於內控型。
     二、工作價值觀及組織認同之知覺情形
     (一)社會地位：53%覺得警察工作是受社會大眾尊重，有良好的聲譽與地位。
     (二)利他：79%認為警察工作是深具利他價值的，可以服務人群，伸張正義、濟弱扶傾，可為社會做些有意義的事，
     (三)安全：79%對於警察工作的安全性深感擔心，顯示學生個人及家人對於其從事警察工作之身體安全均感到擔憂。
     (四)休閒：僅有46%覺得從事警察工作可以有自己的假期，安排休閒活動與陪伴家人，可見警察工作之休閒價值普遍偏低。
     (五)自我實現：62%覺得從事警察工作得以發揮自我的能力與抱負。
     (六)經濟：78%覺得警察工作的待遇，符合其經濟需求，對於警察工作的薪資待遇，普遍感到滿意。
     (七)升遷：約有69%滿足於警(隊)員的職務，顯示出「升遷」對將近七成的學生之工作價值觀而言，並非首要追求目標。
     (八)組織認同：70%對警察組織感到認同。
     經統計77%以上學生表示服務期滿仍願留任警職；畢業分發意願以專業警
     察單位最高佔33.1%，其次為警察局或分局的內勤單位佔30.3%。
     三、各項檢定結果分析
     (一)在人格特質方面：僅「有無親屬任職警界」在人格特質上，有顯著差異情形存在。
     (二)在工作價值觀方面：「班期」、「役別」、「年齡」、「入校前教育程度」、「有無親屬任職警界」及「任職警界親屬人數」之不同，在工作價值觀上，有顯著差異情形存在。
     (三)在組織認同方面：「班期」、「役別」、「年齡」、「有無親屬任職警界」，在組織認同程度上，有顯著差異情形存在。
     (四)對於各變項之相關分析，「人格特質」及「工作價值觀」與「組織認同」均有顯著相關，人格特質與工作價值觀，亦有顯著相關。
     (五)學生服務期滿後之留任意願與個人基本屬性之「班期」、「役別」、「年齡」、「入校前的教育程度」、「親屬任職警界」、「父親職業」，有關聯性存在。
     (六)學生分發意願與個人基本屬性之「性別」、「役別」、「親屬任職警界人數」、「父親職業」，有關聯性存在。
     四、組織認同的預測力
     對於整體學生、正期組學生、基層特考班、男性學生而言，均以「自我實現」預測力最佳，「利他」及「社會地位」次之，對女性學生則以「利他」預測力最佳，「社會地位」次之。
     
     關鍵詞：臺灣警察專科學校、專科警員班正期組、基層特考班、
     內外控人格特質、工作價值觀、組織認同。
Abstract
     A successful management strategy of human resource can usually result in a great increase in the efficiency and effectiveness of an organization. But more often than not, the key factor that directly leads to its success is whether the organization can gain the necessary “brain”. Thus, the good fitness between the organization and its members, are vital to the development of the organization and its members’ careers.
     Recruit the manpower and the integration between the function of education and training are influentially important to police reform program. This study that bases
     on 937 valid samples from the survey of the 23rd phase Junior Police Officer of Administration Police Department of Taiwan Police College and 2004 Junior Special Examination for Police Officer are aiming to discuss the relativity of personalities, work values and Organizational Commitment. Through t-test, One Way ANOVA, Chi Square, Pearson`s Contingency Coefficient and Regression Analysis, etc. the results of this study are as follows:
     1. Personalities：55% of the samples are internal control.
     2. Work values and Organizational Commitment
     a. Social status：53% of the students think policeman is publicly respected and reputable
     b. Altruism：79% think that they are altruism, Being a policeman could serve people, righteous and is meaningful to the society.
     c. Safety：79% feel insecure about the safety of being a policeman, which shows the surveyed students and their families are all worried about the safety of being a policeman.
     d. Recreation：Only 46% think policemen can have their own vacation, recreational activities and time with their family, which shows the value for leisure of policemen is low.
     e. Self-fulfillment：62% think being a policeman can achieve their goals in life.
     f. Financial need：78% think what they earn can afford what they need. They show average satisfaction for their salary.
     g. Promotion chance：69% feel contented to be a policeman. Getting promoted is not a main pursuit in their work value.
     h. Organizational Commitment：70% identify with the police organization.
     
     In the survey, more than 77% are willing to continue their job after they have finished their compulsory term. According to the intention of dispatch program after graduation, the professional police units is account for 33.1 %，the rate of regular office units of police bureau or station is 30.3%。
     3. The test results:
     a. Personality: Only “whether or not relatives work for the police” makes an obvious difference.
     b. Work values: “classes”, “service term”, ”age”, “the education before getting into the Taiwan Police College Student”, “whether or not relatives work for the police” and “the number of relatives who work for the police” cause differences in this aspect.
     c. Organizational Commitment: “classes”, “service term”, ”age”, and “whether or not relatives work for the police” and “How many relatives works for the police” cause differences in this aspect.
     d. To analyze the correlation among different variables, we find that personalities, work values, and Organizational Commitment are significantly different at α=.05 level. so are the personalities and work values.
     e. The willingness to continue their job after tenure is over is relative to “classes”, “service term”, ”age”, “the education before getting into the Taiwan Police College Students”, “whether or not relatives work for the police” and “their father’s occupation”
     f. The desired work is relative to class”, “service term”, ”age”, “the education before getting into the Taiwan Police College Students”, “the number of relatives who work for the police” and “their father’s occupation”
     4. Predictability of Organizational Commitment
      To either all the tested students, Junior College Classes, Junior Special Examination for Police Officer, or male students, the predictability of self-fulfillment works best. Next come altruism and social status. The predictability of altruism works best to female students and then the social status.
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描述 碩士
國立政治大學
行政管理碩士學程
92921051
93
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0092921051
資料類型 thesis
dc.contributor.advisor 孫本初<br>葉毓蘭zh_TW
dc.contributor.advisor <br>en_US
dc.contributor.author (Authors) 張麗美zh_TW
dc.contributor.author (Authors) Chang, Li-Meien_US
dc.creator (作者) 張麗美zh_TW
dc.creator (作者) Chang, Li-Meien_US
dc.date (日期) 2004en_US
dc.date.accessioned 14-Sep-2009 12:29:18 (UTC+8)-
dc.date.available 14-Sep-2009 12:29:18 (UTC+8)-
dc.date.issued (上傳時間) 14-Sep-2009 12:29:18 (UTC+8)-
dc.identifier (Other Identifiers) G0092921051en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/31895-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 行政管理碩士學程zh_TW
dc.description (描述) 92921051zh_TW
dc.description (描述) 93zh_TW
dc.description.abstract (摘要) 摘 要
     成功的人力資源管理策略，方能有效提昇組織效能，而組織能否「得才」，為組織效力，更是影響組織成功與否之關鍵。組織投注大量資源培育人才，冀望成員對組織忠誠及有所貢獻，是以個人與組織的適配性，對組織及個人生涯發展而言，具有密不可分之重要性。
     人力晉用與教育訓練功能整合，對於「警政再造方案」具關鍵性影響力，本研究以臺灣警察專科學校專科警員班第23期正期組行政警察科，及93年基層行政警察特考班學生為研究對象，探討學生人格特質、工作價值觀與組織認同之相關性，透過問卷調查蒐集資料，取得有效樣本937份，利用獨立樣本t檢定、單因子變異數、卡方檢定、皮爾森相關係數及迴歸分析等統計方法，分析結果發現：
     一、在人格特質方面：55%學生人格特質較多傾向於內控型。
     二、工作價值觀及組織認同之知覺情形
     (一)社會地位：53%覺得警察工作是受社會大眾尊重，有良好的聲譽與地位。
     (二)利他：79%認為警察工作是深具利他價值的，可以服務人群，伸張正義、濟弱扶傾，可為社會做些有意義的事，
     (三)安全：79%對於警察工作的安全性深感擔心，顯示學生個人及家人對於其從事警察工作之身體安全均感到擔憂。
     (四)休閒：僅有46%覺得從事警察工作可以有自己的假期，安排休閒活動與陪伴家人，可見警察工作之休閒價值普遍偏低。
     (五)自我實現：62%覺得從事警察工作得以發揮自我的能力與抱負。
     (六)經濟：78%覺得警察工作的待遇，符合其經濟需求，對於警察工作的薪資待遇，普遍感到滿意。
     (七)升遷：約有69%滿足於警(隊)員的職務，顯示出「升遷」對將近七成的學生之工作價值觀而言，並非首要追求目標。
     (八)組織認同：70%對警察組織感到認同。
     經統計77%以上學生表示服務期滿仍願留任警職；畢業分發意願以專業警
     察單位最高佔33.1%，其次為警察局或分局的內勤單位佔30.3%。
     三、各項檢定結果分析
     (一)在人格特質方面：僅「有無親屬任職警界」在人格特質上，有顯著差異情形存在。
     (二)在工作價值觀方面：「班期」、「役別」、「年齡」、「入校前教育程度」、「有無親屬任職警界」及「任職警界親屬人數」之不同，在工作價值觀上，有顯著差異情形存在。
     (三)在組織認同方面：「班期」、「役別」、「年齡」、「有無親屬任職警界」，在組織認同程度上，有顯著差異情形存在。
     (四)對於各變項之相關分析，「人格特質」及「工作價值觀」與「組織認同」均有顯著相關，人格特質與工作價值觀，亦有顯著相關。
     (五)學生服務期滿後之留任意願與個人基本屬性之「班期」、「役別」、「年齡」、「入校前的教育程度」、「親屬任職警界」、「父親職業」，有關聯性存在。
     (六)學生分發意願與個人基本屬性之「性別」、「役別」、「親屬任職警界人數」、「父親職業」，有關聯性存在。
     四、組織認同的預測力
     對於整體學生、正期組學生、基層特考班、男性學生而言，均以「自我實現」預測力最佳，「利他」及「社會地位」次之，對女性學生則以「利他」預測力最佳，「社會地位」次之。
     
     關鍵詞：臺灣警察專科學校、專科警員班正期組、基層特考班、
     內外控人格特質、工作價值觀、組織認同。		zh_TW
dc.description.abstract (摘要) Abstract
     A successful management strategy of human resource can usually result in a great increase in the efficiency and effectiveness of an organization. But more often than not, the key factor that directly leads to its success is whether the organization can gain the necessary “brain”. Thus, the good fitness between the organization and its members, are vital to the development of the organization and its members’ careers.
     Recruit the manpower and the integration between the function of education and training are influentially important to police reform program. This study that bases
     on 937 valid samples from the survey of the 23rd phase Junior Police Officer of Administration Police Department of Taiwan Police College and 2004 Junior Special Examination for Police Officer are aiming to discuss the relativity of personalities, work values and Organizational Commitment. Through t-test, One Way ANOVA, Chi Square, Pearson`s Contingency Coefficient and Regression Analysis, etc. the results of this study are as follows:
     1. Personalities：55% of the samples are internal control.
     2. Work values and Organizational Commitment
     a. Social status：53% of the students think policeman is publicly respected and reputable
     b. Altruism：79% think that they are altruism, Being a policeman could serve people, righteous and is meaningful to the society.
     c. Safety：79% feel insecure about the safety of being a policeman, which shows the surveyed students and their families are all worried about the safety of being a policeman.
     d. Recreation：Only 46% think policemen can have their own vacation, recreational activities and time with their family, which shows the value for leisure of policemen is low.
     e. Self-fulfillment：62% think being a policeman can achieve their goals in life.
     f. Financial need：78% think what they earn can afford what they need. They show average satisfaction for their salary.
     g. Promotion chance：69% feel contented to be a policeman. Getting promoted is not a main pursuit in their work value.
     h. Organizational Commitment：70% identify with the police organization.
     
     In the survey, more than 77% are willing to continue their job after they have finished their compulsory term. According to the intention of dispatch program after graduation, the professional police units is account for 33.1 %，the rate of regular office units of police bureau or station is 30.3%。
     3. The test results:
     a. Personality: Only “whether or not relatives work for the police” makes an obvious difference.
     b. Work values: “classes”, “service term”, ”age”, “the education before getting into the Taiwan Police College Student”, “whether or not relatives work for the police” and “the number of relatives who work for the police” cause differences in this aspect.
     c. Organizational Commitment: “classes”, “service term”, ”age”, and “whether or not relatives work for the police” and “How many relatives works for the police” cause differences in this aspect.
     d. To analyze the correlation among different variables, we find that personalities, work values, and Organizational Commitment are significantly different at α=.05 level. so are the personalities and work values.
     e. The willingness to continue their job after tenure is over is relative to “classes”, “service term”, ”age”, “the education before getting into the Taiwan Police College Students”, “whether or not relatives work for the police” and “their father’s occupation”
     f. The desired work is relative to class”, “service term”, ”age”, “the education before getting into the Taiwan Police College Students”, “the number of relatives who work for the police” and “their father’s occupation”
     4. Predictability of Organizational Commitment
      To either all the tested students, Junior College Classes, Junior Special Examination for Police Officer, or male students, the predictability of self-fulfillment works best. Next come altruism and social status. The predictability of altruism works best to female students and then the social status.		en_US
dc.description.tableofcontents 目錄
     第一章　緒論 1
     第一節 研究動機 1
     第二節 研究目的 5
     第三節　研究問題與範圍 6
     第四節　研究方法與限制 6
     第五節 研究流程 8
     第六節　重要名詞解釋 10
     第二章 文獻探討 13
     第一節 人格特質之理論與相關研究 13
     第二節 工作價值觀之理論與相關研究 18
     第三節 組織認同之理論與相關研究 33
     第三章 研究設計 52
     第一節 研究架構及研究變項 52
     第二節 研究假設 56
     第三節　資料處理與分析方法 58
     第四節 問卷的前測與測試分析 60
     第五節 樣本結構分析 68
     第四章 結果分析與討論 71
     第一節 研究變項的描述性統計 71
     第二節 個人基本屬性對人格特質、工作價值觀及組織認同之差異性分析 84
     第三節 留任意願與人格特質、工作價值觀及組織認同之差異分析 116
     第四節 分發意願與人格特質、工作價值觀及組織認同之差異分析 117
     第五節 學生人格特質、工作價值觀與組織認同之相關分析 121
     第六節 研究假設檢定 123
     第七節 組織認同之迴歸分析 130
     第五章 結論與建議 137
     第一節 研究發現 137
     第二節 建議 149
     第三節 後續研究建議 155
     參考文獻 157
     附錄 166		zh_TW
dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0092921051en_US
dc.subject (關鍵詞) 臺灣警察專科學校zh_TW
dc.subject (關鍵詞) 專科警員班正期組zh_TW
dc.subject (關鍵詞) 基層特考班zh_TW
dc.subject (關鍵詞) 內外控人格特質zh_TW
dc.subject (關鍵詞) 工作價值觀zh_TW
dc.subject (關鍵詞) 組織認同zh_TW
dc.title (題名) 臺灣警察專科學校學生人格特質、工作價值觀與組織認同相關性之研究zh_TW
dc.type (資料類型) thesisen
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