工作滿意與績效關聯性之研究－以刑事警察局為例

學術產出-Theses

Article View/Open

pdf(964)pdf(1373)pdf(982)pdf(1091)pdf(1378)pdf(9605)pdf(1657)pdf(1366)pdf(3590)pdf(1741)pdf(2046)

Publication Export

Google Scholar^TM

政大圖書館

學術資源探索系統

Citation Infomation

No doi shows Citation Infomation

Simple Record
Full Record

題名	工作滿意與績效關聯性之研究－以刑事警察局為例
作者	曾咸超
貢獻者	吳瓊恩曾咸超
關鍵詞	刑事警察工作滿意工作績效刑事警察組織
日期	2007
上傳時間	19-Sep-2009 15:08:56 (UTC+8)
摘要	內政乃國家政治之基石，而警政更是內政的重心，基於警察機關有任務基層化之特性與職位結構關係，員警處於政府與民眾接觸的最基層，而刑事警察職司政府執行治安工作之第一線，從事犯罪偵查工作人員更肩負各地區治安良窳，其服務態度、工作績效攸關政府治安政策推行與落實的成敗。本研究嘗試藉由從影響刑事警察人員工作滿意因素之探討與分析出發，逐步建立起刑事警察人員工作滿意衡量之重點、變項、因素及整體衡量架構。透過此一架構的建立，作為衡量刑事警察人員工作滿意及績效之基礎，並針對工作滿意與績效進行問卷調查。本研究主要目的有三：（一）探討影響刑事警察局人員工作滿意之內涵。（二）分析研究不同人口變項的刑事警察局人員在工作滿意、工作績效之差異及關聯性。（三）對現行警察機關績效評比制度運作缺失檢討。（四）提高刑事警察機關工作滿意度之建議。本研究採用之研究方法為「問卷調查法」及「深度訪談法」。在量化研究方面，以刑事警察局所屬人員（含刑事警察局人員及未具警察官任用資格之一般行政及技術人員）二分之一進行問卷抽樣調查，計發放438份問卷，回收有效問卷391份，資料回收後透過平均數、標準差、因素分析、信度分析、獨立樣本t檢定及單因子變異數分析等方法進行資料分析。在質性研究方面，以刑事警察業務、犯罪偵查人員各2人、爆炸物處理、刑事鑑識及其他業務人員各1人，合計7人，進行深度訪談分析與比較。本研究以「機關行為」、「個人行為」等二個因素來建構工作滿意，並探討刑事警察局人員整體工作滿意與績效之關聯性。由研究結果發現：（一）在工作滿意各面向與工作績效二變項間的相關係數均達顯著水準，表示各面向與工作績效間有顯著相關，且均為低、中等以上相關；另工作壓力相關係數值為負向外，其餘各面向相關係數值均是正向，亦即主管領導、薪資福利愈好、社會支持愈高、個人人格特質愈積極與工作壓力愈少者，則其工作績效也會愈高；（二）整體工作滿意情形與工作績效二變項間的相關係數達顯著水準，表示整體工作滿意情形與工作績效之間呈現中、高等相關，且因相關係數值是正向，所以整體工作滿意愈高，其工作績效也會愈高。綜上，本論文依研究目的、文獻探討、問卷調查及深度訪談所得資料，以「機關行為」、「個人行為」等面向來建構工作滿意，並探討刑事警察局人員整體工作滿意與績效之關聯性，考量刑事警察組織沿革及目前體制之困境，提出具體可行之警察政策建議，以及提供後續研究者的參考。 The internal affairs of a nation are cornerstone of its politics. In particular, the police administration is the central piece of the internal affairs. Due to the characteristic of the police organization that its tasks are community-oriented and the hierarchy within the organization, a policeman is playing the most fundamental role as the contact point between the government and the citizens. In contrast, the criminal police are at the front line as the government carries out its policy on the public security. Moreover, the safety of a local community strongly depends on the police force who is in charge of the crime investigation. Therefore, the service attitude of the criminal police and its efficiency at solving crimes would be the key factors in deciding whether the public security policy of a government can succeed or not. In this research, we start our study by analyzing the causes of affecting the job satisfaction of the criminal police. We then attempt to develop a rating system to determine the job satisfaction of criminal police. To achieve this, we introduce the key elements, the variables and the factors of such a rating system and its overall structure. By establishing such a structure, we lay down the foundation for criminal police to rate their job satisfaction and performance. The rating would be carried out in the form of the questionnaire survey. There are four major goals in our research. First, we would like to have a deeper understanding on the deciding factors of the job satisfaction level at the Criminal Police Bureau. Second, we analyze the difference and the correlation on the job satisfaction and performance among the staff at the Criminal Police Bureau, who have different population variables. Third, we examine flaws of the operation of the current rating system in police organizations. Lastly, we present our suggestions on how to raise the job satisfaction level at the criminal police organizations. The methodologies used in our research are “the questionnaire survey procedure” and “the interview-in-depth method”. In quantitative research, we randomly select half of the staff at the Criminal Police Bureau to answer our questionnaire. The staff being surveyed includes the administrative staff and the technicians who do not meet the requirements of being a police officer. Out of 438 questionnaires we handed out, 391 of them were collected. The data analysis was performed through various methods including the mean value, the standard deviation, the factor analysis, the reliability analysis, the Independent-Samples Test and One-Way ANOVA. For qualitative research, we interviewed 7 staff at various positions for in-depth analysis and comparison: 2 from criminal police administrative staff, 2 from crime investigation department, 1 from explosive special force, 1 from forensic science, and 1 from other administrative staff. Our study determines the job satisfaction based on two factors: “the institutional behavior” and “the individual behavior”. We also investigate the correlation between the overall job satisfaction and the job performance at the Criminal Police Bureau. We found: (1) the correlation coefficient between each perspective of the job satisfaction and the job performance reaches a noticeable level, indicating that there is a tie between each perspective of the job satisfaction and the job performance. The correlation is above the low to medium level. Other than the job stress, all perspectives are positively correlated to the job performance. That is, any of the following conditions would lead to better job performance: the better the senior management is, the better the compensation and the benefits are, the more the support from the society, the more self-motivated the person is, or the less the job stress is. (2) The correlation between the overall job satisfaction and the job performance reaches the pronounced level, as it is medium to high level. Since they are positively correlated, the higher the overall job satisfaction is, the higher the job performance is. In summary, the thesis is to develop a rating system of job satisfaction based on the goal of the research, the review of the past studies, the questionnaire survey and the in-depth interview, along with two different perspectives: “the institutional behavior” and “the individual behavior”. We also study the correlation between the overall job satisfaction and the job performance of the staff at the Criminal Police Bureau. Given the history of the organization and the difficulties encountered by the current system, we proposed the specific and feasible suggestions on the police policy, as well as providing the reference for the future studies. Key word: Criminal police, job satisfaction, job performance, criminal police organization
參考文獻	一、中文書目李允傑民86 《財務行政與政策過程》，臺北：商鼎文化出版社。李美華等譯 Earl Babbie著民87 《社會科學研究方法（上）（下）》，臺北：時英出版社。李震山民91 《警察法論-任務篇》，臺北：正典出版文化。李再長、李俊杰、曾雅芬等民94 〈大型企業組織生涯管理、個人生涯規劃、個人人格特質、工作滿意度之關連研究〉，《人力資源管理學報》2005春季號，第5卷第1期。吳瓊恩民90 《行政學》，增訂二版，臺北：三民書局。吳瓊恩、李允傑、陳銘薰民90 《公共管理》，臺北：智勝文化事業有限公司。吳明隆民90 《SPSS統計應用與實務》，臺北：松崗電腦圖書資料股份有限公司。吳復新民92 《人力資源管理》，臺北：華泰文化事業股份有限公司。余泰魁、黃識銘等民94 〈供應商銷售人員工作滿意量表之建構〉，《人力資源管理學報》2005秋季號，第5卷第3期。呂亞力民83 《政治學方法論七版》，臺北：三民書局。呂育誠民95 〈我國人事行政制度融入績效管理的問題與展望〉，《人事行政》，第154期。林建忠民91 《組織承諾與工作滿意之調查研究：嘉義縣市警察和消防人員之比較》，國立中正大學政治學研究所碩士論文。林昭仕民96 《平衡計分卡之研究-以國營事業自來水公司為例》，中華大學經營管理研究所碩士論文。胡幼慧民85 《質性研究：理論、方法及本土女性主義研究實例》，臺北：巨流圖書公司。孫本初民87 《公共管理》，臺北，智勝文化事業公司。孫本初民95 〈公部門需建立更具激勵效果的績效管理制度〉，《人事月刊》，第255期。徐承宗民94 《國民小學教師工作價值觀與課程參與、工作滿意度關係之研究》，國立高雄師範大學教育學系研究所碩士論文。許世軍民66 〈工作滿足、個人特徵與組織氣候〉，《國立政治大學學報》，第35期。許彩娥民70 《領導型態、工作特性與我國女性公務人員工作滿足關係之研究》國立政治大學公共行政研究所碩士論文。郭俊邁民79 《行政機關組織氣氛與工作滿足感之研究》，私立東海大學公共行政研究所碩士論文。陳明傳民89 《警察行政專題（二）－警察職權之分析》，桃園，中央警察大學。陳世勳民90 《消防人員工作滿意與績效關聯性之研究》，國立中央警察大學消防科學研究所碩士論文。陳昭儒民92 《工作動機、工作投入與工作績效之關聯性研究-以某鋼鐵公司KT廠為例》，國立中正大學企管研究所碩士論文。陳芳偉民93 《員工人格特質、工作特性、工作壓力、工作滿意度與顧客導向間關係之研究-以東部某基層金融機構為例》，國立東華大學企業管理研究所碩士論文。陳益增民95 《員警工作生活品質、工作投入對工作績效之影響：以勤務規劃型態及員警認知為干擾變數》，南華大學管理科學研究所碩士論文。張潤書民87 《行政學》，四版，臺北：三民書局。張春興民83 《心理學》，臺北：東華書局。張緯良民88 《人力資源管理》，臺北：華泰文化事業公司。張森江民91 《兩岸員工工作價值觀、工作滿意與工作績效關係之研究-以定期貨櫃運送業為例》，國立成功大學交通管理科學研究所碩士論文。黃彩霖民92 《醫院行政人員的人格特質、工作壓力、工作投入、專業承諾及工作績效之相關性研究》，南華大學管理科學研究所碩士論文。楊台興民75 《影響刑事警察工作績效與工作滿足之研究》，中央警察大學警政研究所碩士論文。楊國樞等編著民90 《社會及行為科學研究法》，臺北：東華書局。楊源明、黃富村民92 〈我國刑事警察組織領導幹部考選之探討〉，《警專學報》，第3卷第4期。楊龍祥民93 《警察人員之知識管理、工作壓力、成就動機對專業承諾、工作士氣與工作績效的影響之研究-以嘉義縣警察局為例》，南華大學管理科學研究所碩士論文。廖曜生民86 《彈性工時制度、個人屬性與工作特性、工作滿足、工作績效關係之研究-以國內電子業為例》，國立成功大學企業管理研究所碩士論文。劉焜輝民73 〈國民中學教師學校壓力狀況調查研究〉，《教育資料文摘》，第81期。鄭厚堃民83 《刑事警察業務》，桃園：中央警察大學。鄭安盛民88 《我國警察人力資源管理之研究－從現有人力評估觀察》，桃園：中央警察大學行政警察研究所碩士論文。蔡崑源民89 《華進集團員工滿意度、工作投入、組織承諾與離職意願之研究》，國立中山大學人力資源管理研究所碩士論文。蔡允棟民91 《夥伴治理與治安維護：臺灣都會區第一線警察和保全人員有關組織承諾、工作滿意與工作績效之比較研究》，臺灣政治學會2002年年會暨學術研討會。鍾燕宜民75 《我國工作滿足研究之整合分析》，私立東海大學企業管理研究所碩士論文。簡建忠民83 《績效需求評析》，臺北：五南圖書出版公司。蕭武桐民87 〈公務倫理的強化與人力資源發展〉，《空大行政學報》，第8期。瞿海源民94 《社會學與臺灣社會》，臺北：巨流圖書公司。警政白皮書民95 初版，臺北：內政部警政署。二、英文書目 Adams, JS. 1963 Toward an understanding of inequity., Journal of Abnormal and Social Psycholoty, 67, pp.422-436. Aldefer, C. P., Existence, 1972. Relatedness and Growth:Human Needs in Organizational Settings, New York : Free Press. Baron, R.A. 1983. Behavior in Organizations, Understanding and Managing the Human Side of Work. Boston: Allyn and Bacon. Bhuian,S.N., & Menguc,B. 2002. An extension and evaluation of job characteristics, organizational commitment and job satisfaction in an expatriate, guest worker, sales setting, The journal of Personal Selling & Sales Management,22,pp.1-11. Blum, M. L. & Naylow, J. C. 1968. Industrial Psychology:It`s Theoretical and Foundations, New York : Harper & Row, Publishers. Campbell, J.P. et al. 1977. Managerial Behavior Performance and Effectiveness, N.Y. McGraw Hill. Chen, L. Y. 2004. Examining the effect of organization culture and leadership behaviors on organizational commitment, job satisfaction, and job performance at small and middle-sized firms of Taiwan, journal of American Academy of Business,5,pp.432-438. Feldman, D.C., & Arnold, H. J. 1983. Managing individual and group behavior in organization, New York: McGraw-Hill. George H. Lucas, Jr. 1985 . The Relationships Between Job Attitudes, Personal Characteristics, and Job Outcomes: A Study of Retail Store Managers, Journal of Retailing, Vol. 61., 轉引自葉金成，民70，〈非營利機構績效評估方法〉，《國防財經學院學報》第一期，頁11-23。 Gersten, R., Gillman, J., Morvant, M., & Billingsley, B. 1995. Working condition: Job design.(ED389 419). Giniger, S., Dispenzieri, A. & Eisenberg, J. 1983. Age, Experience, and Performance on Speed and Skill Jobs in and Applied Setting, Journal of Applied Psychology.(8), pp.475-496. Gray, J.L. & Starke, F.A. 1984. Organizational Behavior: Concepts and Applications(3rd ed.), Columbus: Bell & Howell. Hellriegel, D., Slocum, J.W. Jr., & Woodman, R.W. 1992. Organizational behavior. St. Paul, MN: West Publishing Company. Herzberg,F.,Mausner, B.,& Snyderman, B.B. 1959. The Motivation to Work, New York : John Wiley & Sons. Herzberg, F. 1966. Work and the Nature of Man. New York : World Publishing Co. Hoppock, R. 1935. Job Satisfaction, New York : Harper & Row. Kast, F. E. & J. E. Rosenzweig 1979. Organization and management : a systems and contingency approach. New York : McGraw-Hill, c1985.4th ed.. Locke, E. A. 1976 The Nature and Causes of Job Satisfaction, Handbook of Individual and Organizational Psychology, Chicago : Rand McNally College. Mannheim, B., Baruch, Y., & Tal J. 1997 Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel, Human Relations, (50). Maslow, A. H. 1970 Motivation and personality ( 2nd ed.), New York : Harper & Row Publishers. Morrison, Kimberley A. 1997 How Franchise Job Satisfaction and Personality Affect Performance, Organizational Commitment, Franchisor Relations, and Intention to Remain, Lournal of Small Business Management, (35), pp.39-67. McClelland, D. C. 1961 The Achieving Society, New York : Van Nostrand Reinhold. Pettite J.D., & Goris, J.R., & Vaught B.C. 1997 An Examination of Organizational Communication as a Moderator of the Relationship Between Job Performance and Job Satisfaction, Journal of Business Communication,Vol.38, no.11, pp.81-98. Porter,L.W. 1961 A Study of Perceived Need Satisfactions in Botom and Middle Management Jobs, Journal of Applied Psychology, 45, pp.1-10. Porter, L.W., & Lawler, E.E 1971 Maragerial attitudes and perfermance, Homewood: Richard D, Irwin, Inc. Robbins, S. P. 1996 Organizational behavior, Concept, controversies, and application (7th ed.), New Jersey: Prentice-Hall, Inc. Scott, C., Cox, S., & Dinham, S. 1998 An English study of teacher satisfaction, motivation, and health. (ERIC Document Reproduction Service NO.ED419797). Smith, P.C., Kendall, L.M., & Hulin, C.L. 1969 Measurement of satisfaction in work and retirement, Chicago: Rand McNally. Szilagyi, A.D.,Jr. & Wallace, M.J., Jr. 1987 Origanizational Behavior And Performance, US:Scott, Foresmar And Company. Vroom, V. H. 1964 Work and motivation. New York: John Wiley & Sons, Inc. Wernimont,P.F. 1972 A System View of Job Satisfaction, Journal of Applied Psychology, 56(2), pp.173-176. Wexley, K.N., & Lawler, E.E. 1972 Measurement and Meaning of Job Satisfaction, Journal of Applied Psychology,(56)2, pp.275-283.
描述	碩士國立政治大學行政管理碩士學程 94921058 96
資料來源	http://thesis.lib.nccu.edu.tw/record/#G0094921058
資料類型	thesis

dc.contributor.advisor	吳瓊恩	zh_TW
dc.contributor.author (Authors)	曾咸超	zh_TW
dc.creator (作者)	曾咸超	zh_TW
dc.date (日期)	2007	en_US
dc.date.accessioned	19-Sep-2009 15:08:56 (UTC+8)	-
dc.date.available	19-Sep-2009 15:08:56 (UTC+8)	-
dc.date.issued (上傳時間)	19-Sep-2009 15:08:56 (UTC+8)	-
dc.identifier (Other Identifiers)	G0094921058	en_US
dc.identifier.uri (URI)	https://nccur.lib.nccu.edu.tw/handle/140.119/34872	-
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)	94921058	zh_TW
dc.description (描述)	96	zh_TW
dc.description.abstract (摘要)	內政乃國家政治之基石，而警政更是內政的重心，基於警察機關有任務基層化之特性與職位結構關係，員警處於政府與民眾接觸的最基層，而刑事警察職司政府執行治安工作之第一線，從事犯罪偵查工作人員更肩負各地區治安良窳，其服務態度、工作績效攸關政府治安政策推行與落實的成敗。本研究嘗試藉由從影響刑事警察人員工作滿意因素之探討與分析出發，逐步建立起刑事警察人員工作滿意衡量之重點、變項、因素及整體衡量架構。透過此一架構的建立，作為衡量刑事警察人員工作滿意及績效之基礎，並針對工作滿意與績效進行問卷調查。本研究主要目的有三：（一）探討影響刑事警察局人員工作滿意之內涵。（二）分析研究不同人口變項的刑事警察局人員在工作滿意、工作績效之差異及關聯性。（三）對現行警察機關績效評比制度運作缺失檢討。（四）提高刑事警察機關工作滿意度之建議。本研究採用之研究方法為「問卷調查法」及「深度訪談法」。在量化研究方面，以刑事警察局所屬人員（含刑事警察局人員及未具警察官任用資格之一般行政及技術人員）二分之一進行問卷抽樣調查，計發放438份問卷，回收有效問卷391份，資料回收後透過平均數、標準差、因素分析、信度分析、獨立樣本t檢定及單因子變異數分析等方法進行資料分析。在質性研究方面，以刑事警察業務、犯罪偵查人員各2人、爆炸物處理、刑事鑑識及其他業務人員各1人，合計7人，進行深度訪談分析與比較。本研究以「機關行為」、「個人行為」等二個因素來建構工作滿意，並探討刑事警察局人員整體工作滿意與績效之關聯性。由研究結果發現：（一）在工作滿意各面向與工作績效二變項間的相關係數均達顯著水準，表示各面向與工作績效間有顯著相關，且均為低、中等以上相關；另工作壓力相關係數值為負向外，其餘各面向相關係數值均是正向，亦即主管領導、薪資福利愈好、社會支持愈高、個人人格特質愈積極與工作壓力愈少者，則其工作績效也會愈高；（二）整體工作滿意情形與工作績效二變項間的相關係數達顯著水準，表示整體工作滿意情形與工作績效之間呈現中、高等相關，且因相關係數值是正向，所以整體工作滿意愈高，其工作績效也會愈高。綜上，本論文依研究目的、文獻探討、問卷調查及深度訪談所得資料，以「機關行為」、「個人行為」等面向來建構工作滿意，並探討刑事警察局人員整體工作滿意與績效之關聯性，考量刑事警察組織沿革及目前體制之困境，提出具體可行之警察政策建議，以及提供後續研究者的參考。	zh_TW
dc.description.abstract (摘要)	The internal affairs of a nation are cornerstone of its politics. In particular, the police administration is the central piece of the internal affairs. Due to the characteristic of the police organization that its tasks are community-oriented and the hierarchy within the organization, a policeman is playing the most fundamental role as the contact point between the government and the citizens. In contrast, the criminal police are at the front line as the government carries out its policy on the public security. Moreover, the safety of a local community strongly depends on the police force who is in charge of the crime investigation. Therefore, the service attitude of the criminal police and its efficiency at solving crimes would be the key factors in deciding whether the public security policy of a government can succeed or not. In this research, we start our study by analyzing the causes of affecting the job satisfaction of the criminal police. We then attempt to develop a rating system to determine the job satisfaction of criminal police. To achieve this, we introduce the key elements, the variables and the factors of such a rating system and its overall structure. By establishing such a structure, we lay down the foundation for criminal police to rate their job satisfaction and performance. The rating would be carried out in the form of the questionnaire survey. There are four major goals in our research. First, we would like to have a deeper understanding on the deciding factors of the job satisfaction level at the Criminal Police Bureau. Second, we analyze the difference and the correlation on the job satisfaction and performance among the staff at the Criminal Police Bureau, who have different population variables. Third, we examine flaws of the operation of the current rating system in police organizations. Lastly, we present our suggestions on how to raise the job satisfaction level at the criminal police organizations. The methodologies used in our research are “the questionnaire survey procedure” and “the interview-in-depth method”. In quantitative research, we randomly select half of the staff at the Criminal Police Bureau to answer our questionnaire. The staff being surveyed includes the administrative staff and the technicians who do not meet the requirements of being a police officer. Out of 438 questionnaires we handed out, 391 of them were collected. The data analysis was performed through various methods including the mean value, the standard deviation, the factor analysis, the reliability analysis, the Independent-Samples Test and One-Way ANOVA. For qualitative research, we interviewed 7 staff at various positions for in-depth analysis and comparison: 2 from criminal police administrative staff, 2 from crime investigation department, 1 from explosive special force, 1 from forensic science, and 1 from other administrative staff. Our study determines the job satisfaction based on two factors: “the institutional behavior” and “the individual behavior”. We also investigate the correlation between the overall job satisfaction and the job performance at the Criminal Police Bureau. We found: (1) the correlation coefficient between each perspective of the job satisfaction and the job performance reaches a noticeable level, indicating that there is a tie between each perspective of the job satisfaction and the job performance. The correlation is above the low to medium level. Other than the job stress, all perspectives are positively correlated to the job performance. That is, any of the following conditions would lead to better job performance: the better the senior management is, the better the compensation and the benefits are, the more the support from the society, the more self-motivated the person is, or the less the job stress is. (2) The correlation between the overall job satisfaction and the job performance reaches the pronounced level, as it is medium to high level. Since they are positively correlated, the higher the overall job satisfaction is, the higher the job performance is. In summary, the thesis is to develop a rating system of job satisfaction based on the goal of the research, the review of the past studies, the questionnaire survey and the in-depth interview, along with two different perspectives: “the institutional behavior” and “the individual behavior”. We also study the correlation between the overall job satisfaction and the job performance of the staff at the Criminal Police Bureau. Given the history of the organization and the difficulties encountered by the current system, we proposed the specific and feasible suggestions on the police policy, as well as providing the reference for the future studies. Key word: Criminal police, job satisfaction, job performance, criminal police organization	en_US
dc.description.tableofcontents	第一章緒論第一節研究動機與目的第二節研究範圍與限制第三節研究方法第四節重要名詞定義第二章文獻探討第一節工作滿意理論分析第二節工作績效理論分析第三節工作滿意與績效的相關研究第四節刑事警察人員工作屬性分析第五節刑事警察局人員工作滿意與績效衡量內涵分析第三章研究設計第一節研究架構與研究假設第二節研究樣本第三節研究工具第四節資料處理及分析方法第四章結果分析與討論第一節樣本結構分析第二節整體研究變項之描述性統計第三節不同人口變項對工作滿意度與工作績效之差異性分析第四節刑事警察局人員工作滿意與績效關聯性分析第五節訪談結果分析第六節綜合分析與討論第五章結論與建議第一節研究發現第二節研究建議第三節後續研究之建議	zh_TW
dc.format.extent	55781 bytes	-
dc.format.extent	84505 bytes	-
dc.format.extent	120239 bytes	-
dc.format.extent	72732 bytes	-
dc.format.extent	169537 bytes	-
dc.format.extent	315750 bytes	-
dc.format.extent	247286 bytes	-
dc.format.extent	360639 bytes	-
dc.format.extent	172868 bytes	-
dc.format.extent	130372 bytes	-
dc.format.extent	521988 bytes	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.format.mimetype	application/pdf	-
dc.language.iso	en_US	-
dc.source.uri (資料來源)	http://thesis.lib.nccu.edu.tw/record/#G0094921058	en_US
dc.subject (關鍵詞)	刑事警察	zh_TW
dc.subject (關鍵詞)	工作滿意	zh_TW
dc.subject (關鍵詞)	工作績效	zh_TW
dc.subject (關鍵詞)	刑事警察組織	zh_TW
dc.title (題名)	工作滿意與績效關聯性之研究－以刑事警察局為例	zh_TW
dc.type (資料類型)	thesis	en
dc.relation.reference (參考文獻)	一、中文書目	zh_TW
dc.relation.reference (參考文獻)	李允傑	zh_TW
dc.relation.reference (參考文獻)	民86 《財務行政與政策過程》，臺北：商鼎文化出版社。	zh_TW
dc.relation.reference (參考文獻)	李美華等譯 Earl Babbie著	zh_TW
dc.relation.reference (參考文獻)	民87 《社會科學研究方法（上）（下）》，臺北：時英出版社。	zh_TW
dc.relation.reference (參考文獻)	李震山	zh_TW
dc.relation.reference (參考文獻)	民91 《警察法論-任務篇》，臺北：正典出版文化。	zh_TW
dc.relation.reference (參考文獻)	李再長、李俊杰、曾雅芬等	zh_TW
dc.relation.reference (參考文獻)	民94 〈大型企業組織生涯管理、個人生涯規劃、個人人格特質、工作滿意度之關連研究〉，《人力資源管理學報》2005春季號，第5卷第1期。	zh_TW
dc.relation.reference (參考文獻)	吳瓊恩	zh_TW
dc.relation.reference (參考文獻)	民90 《行政學》，增訂二版，臺北：三民書局。	zh_TW
dc.relation.reference (參考文獻)	吳瓊恩、李允傑、陳銘薰	zh_TW
dc.relation.reference (參考文獻)	民90 《公共管理》，臺北：智勝文化事業有限公司。	zh_TW
dc.relation.reference (參考文獻)	吳明隆	zh_TW
dc.relation.reference (參考文獻)	民90 《SPSS統計應用與實務》，臺北：松崗電腦圖書資料股份有限公司。	zh_TW
dc.relation.reference (參考文獻)	吳復新	zh_TW
dc.relation.reference (參考文獻)	民92 《人力資源管理》，臺北：華泰文化事業股份有限公司。	zh_TW
dc.relation.reference (參考文獻)	余泰魁、黃識銘等	zh_TW
dc.relation.reference (參考文獻)	民94 〈供應商銷售人員工作滿意量表之建構〉，《人力資源管理學報》2005秋季號，第5卷第3期。	zh_TW
dc.relation.reference (參考文獻)	呂亞力	zh_TW
dc.relation.reference (參考文獻)	民83 《政治學方法論七版》，臺北：三民書局。	zh_TW
dc.relation.reference (參考文獻)	呂育誠	zh_TW
dc.relation.reference (參考文獻)	民95 〈我國人事行政制度融入績效管理的問題與展望〉，《人事行政》，第154期。	zh_TW
dc.relation.reference (參考文獻)	林建忠	zh_TW
dc.relation.reference (參考文獻)	民91 《組織承諾與工作滿意之調查研究：嘉義縣市警察和消防人員之比較》，國立中正大學政治學研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	林昭仕	zh_TW
dc.relation.reference (參考文獻)	民96 《平衡計分卡之研究-以國營事業自來水公司為例》，中華大學經營管理研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	胡幼慧	zh_TW
dc.relation.reference (參考文獻)	民85 《質性研究：理論、方法及本土女性主義研究實例》，臺北：巨流圖書公司。	zh_TW
dc.relation.reference (參考文獻)	孫本初	zh_TW
dc.relation.reference (參考文獻)	民87 《公共管理》，臺北，智勝文化事業公司。	zh_TW
dc.relation.reference (參考文獻)	孫本初	zh_TW
dc.relation.reference (參考文獻)	民95 〈公部門需建立更具激勵效果的績效管理制度〉，《人事月刊》，第255期。	zh_TW
dc.relation.reference (參考文獻)	徐承宗	zh_TW
dc.relation.reference (參考文獻)	民94 《國民小學教師工作價值觀與課程參與、工作滿意度關係之研究》，國立高雄師範大學教育學系研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	許世軍	zh_TW
dc.relation.reference (參考文獻)	民66 〈工作滿足、個人特徵與組織氣候〉，《國立政治大學學報》，第35期。	zh_TW
dc.relation.reference (參考文獻)	許彩娥	zh_TW
dc.relation.reference (參考文獻)	民70 《領導型態、工作特性與我國女性公務人員工作滿足關係之研究》國立政治大學公共行政研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	郭俊邁	zh_TW
dc.relation.reference (參考文獻)	民79 《行政機關組織氣氛與工作滿足感之研究》，私立東海大學公共行政研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	陳明傳	zh_TW
dc.relation.reference (參考文獻)	民89 《警察行政專題（二）－警察職權之分析》，桃園，中央警察大學。	zh_TW
dc.relation.reference (參考文獻)	陳世勳	zh_TW
dc.relation.reference (參考文獻)	民90 《消防人員工作滿意與績效關聯性之研究》，國立中央警察大學消防科學研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	陳昭儒	zh_TW
dc.relation.reference (參考文獻)	民92 《工作動機、工作投入與工作績效之關聯性研究-以某鋼鐵公司KT廠為例》，國立中正大學企管研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	陳芳偉	zh_TW
dc.relation.reference (參考文獻)	民93 《員工人格特質、工作特性、工作壓力、工作滿意度與顧客導向間關係之研究-以東部某基層金融機構為例》，國立東華大學企業管理研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	陳益增	zh_TW
dc.relation.reference (參考文獻)	民95 《員警工作生活品質、工作投入對工作績效之影響：以勤務規劃型態及員警認知為干擾變數》，南華大學管理科學研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	張潤書	zh_TW
dc.relation.reference (參考文獻)	民87 《行政學》，四版，臺北：三民書局。	zh_TW
dc.relation.reference (參考文獻)	張春興	zh_TW
dc.relation.reference (參考文獻)	民83 《心理學》，臺北：東華書局。	zh_TW
dc.relation.reference (參考文獻)	張緯良	zh_TW
dc.relation.reference (參考文獻)	民88 《人力資源管理》，臺北：華泰文化事業公司。	zh_TW
dc.relation.reference (參考文獻)	張森江	zh_TW
dc.relation.reference (參考文獻)	民91 《兩岸員工工作價值觀、工作滿意與工作績效關係之研究-以定期貨櫃運送業為例》，國立成功大學交通管理科學研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	黃彩霖	zh_TW
dc.relation.reference (參考文獻)	民92 《醫院行政人員的人格特質、工作壓力、工作投入、專業承諾及工作績效之相關性研究》，南華大學管理科學研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	楊台興	zh_TW
dc.relation.reference (參考文獻)	民75 《影響刑事警察工作績效與工作滿足之研究》，中央警察大學警政研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	楊國樞等編著	zh_TW
dc.relation.reference (參考文獻)	民90 《社會及行為科學研究法》，臺北：東華書局。	zh_TW
dc.relation.reference (參考文獻)	楊源明、黃富村	zh_TW
dc.relation.reference (參考文獻)	民92 〈我國刑事警察組織領導幹部考選之探討〉，《警專學報》，第3卷第4期。	zh_TW
dc.relation.reference (參考文獻)	楊龍祥	zh_TW
dc.relation.reference (參考文獻)	民93 《警察人員之知識管理、工作壓力、成就動機對專業承諾、工作士氣與工作績效的影響之研究-以嘉義縣警察局為例》，南華大學管理科學研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	廖曜生	zh_TW
dc.relation.reference (參考文獻)	民86 《彈性工時制度、個人屬性與工作特性、工作滿足、工作績效關係之研究-以國內電子業為例》，國立成功大學企業管理研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	劉焜輝	zh_TW
dc.relation.reference (參考文獻)	民73 〈國民中學教師學校壓力狀況調查研究〉，《教育資料文摘》，第81期。	zh_TW
dc.relation.reference (參考文獻)	鄭厚堃	zh_TW
dc.relation.reference (參考文獻)	民83 《刑事警察業務》，桃園：中央警察大學。	zh_TW
dc.relation.reference (參考文獻)	鄭安盛	zh_TW
dc.relation.reference (參考文獻)	民88 《我國警察人力資源管理之研究－從現有人力評估觀察》，桃園：中央警察大學行政警察研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	蔡崑源	zh_TW
dc.relation.reference (參考文獻)	民89 《華進集團員工滿意度、工作投入、組織承諾與離職意願之研究》，國立中山大學人力資源管理研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	蔡允棟	zh_TW
dc.relation.reference (參考文獻)	民91 《夥伴治理與治安維護：臺灣都會區第一線警察和保全人員有關組織承諾、工作滿意與工作績效之比較研究》，臺灣政治學會2002年年會暨學術研討會。	zh_TW
dc.relation.reference (參考文獻)	鍾燕宜	zh_TW
dc.relation.reference (參考文獻)	民75 《我國工作滿足研究之整合分析》，私立東海大學企業管理研究所碩士論文。	zh_TW
dc.relation.reference (參考文獻)	簡建忠	zh_TW
dc.relation.reference (參考文獻)	民83 《績效需求評析》，臺北：五南圖書出版公司。	zh_TW
dc.relation.reference (參考文獻)	蕭武桐	zh_TW
dc.relation.reference (參考文獻)	民87 〈公務倫理的強化與人力資源發展〉，《空大行政學報》，第8期。	zh_TW
dc.relation.reference (參考文獻)	瞿海源	zh_TW
dc.relation.reference (參考文獻)	民94 《社會學與臺灣社會》，臺北：巨流圖書公司。	zh_TW
dc.relation.reference (參考文獻)	警政白皮書	zh_TW
dc.relation.reference (參考文獻)	民95 初版，臺北：內政部警政署。	zh_TW
dc.relation.reference (參考文獻)	二、英文書目	zh_TW
dc.relation.reference (參考文獻)	Adams, JS.	zh_TW
dc.relation.reference (參考文獻)	1963 Toward an understanding of inequity., Journal of Abnormal and Social Psycholoty, 67, pp.422-436.	zh_TW
dc.relation.reference (參考文獻)	Aldefer, C. P., Existence,	zh_TW
dc.relation.reference (參考文獻)	1972. Relatedness and Growth:Human Needs in Organizational Settings, New York : Free Press.	zh_TW
dc.relation.reference (參考文獻)	Baron, R.A.	zh_TW
dc.relation.reference (參考文獻)	1983. Behavior in Organizations, Understanding and Managing the Human Side of Work. Boston: Allyn and Bacon.	zh_TW
dc.relation.reference (參考文獻)	Bhuian,S.N., & Menguc,B.	zh_TW
dc.relation.reference (參考文獻)	2002. An extension and evaluation of job characteristics, organizational commitment and job satisfaction in an expatriate, guest worker, sales setting, The journal of Personal Selling & Sales Management,22,pp.1-11.	zh_TW
dc.relation.reference (參考文獻)	Blum, M. L. & Naylow, J. C.	zh_TW
dc.relation.reference (參考文獻)	1968. Industrial Psychology:It`s Theoretical and Foundations, New York : Harper & Row, Publishers.	zh_TW
dc.relation.reference (參考文獻)	Campbell, J.P. et al.	zh_TW
dc.relation.reference (參考文獻)	1977. Managerial Behavior Performance and Effectiveness, N.Y. McGraw Hill.	zh_TW
dc.relation.reference (參考文獻)	Chen, L. Y.	zh_TW
dc.relation.reference (參考文獻)	2004. Examining the effect of organization culture and leadership behaviors on organizational commitment, job satisfaction, and job performance at small and middle-sized firms of Taiwan, journal of American Academy of Business,5,pp.432-438.	zh_TW
dc.relation.reference (參考文獻)	Feldman, D.C., & Arnold, H. J.	zh_TW
dc.relation.reference (參考文獻)	1983. Managing individual and group behavior in organization, New York: McGraw-Hill.	zh_TW
dc.relation.reference (參考文獻)	George H. Lucas, Jr.	zh_TW
dc.relation.reference (參考文獻)	1985 . The Relationships Between Job Attitudes, Personal Characteristics, and Job Outcomes: A Study of Retail Store Managers, Journal of Retailing, Vol. 61., 轉引自葉金成，民70，〈非營利機構績效評估方法〉，《國防財經學院學報》第一期，頁11-23。	zh_TW
dc.relation.reference (參考文獻)	Gersten, R., Gillman, J., Morvant, M., & Billingsley, B.	zh_TW
dc.relation.reference (參考文獻)	1995. Working condition: Job design.(ED389 419).	zh_TW
dc.relation.reference (參考文獻)	Giniger, S., Dispenzieri, A. & Eisenberg, J.	zh_TW
dc.relation.reference (參考文獻)	1983. Age, Experience, and Performance on Speed and Skill Jobs in and Applied Setting, Journal of Applied Psychology.(8), pp.475-496.	zh_TW
dc.relation.reference (參考文獻)	Gray, J.L. & Starke, F.A.	zh_TW
dc.relation.reference (參考文獻)	1984. Organizational Behavior: Concepts and Applications(3rd ed.), Columbus: Bell & Howell.	zh_TW
dc.relation.reference (參考文獻)	Hellriegel, D., Slocum, J.W. Jr., & Woodman, R.W.	zh_TW
dc.relation.reference (參考文獻)	1992. Organizational behavior. St. Paul, MN: West Publishing Company.	zh_TW
dc.relation.reference (參考文獻)	Herzberg,F.,Mausner, B.,& Snyderman, B.B.	zh_TW
dc.relation.reference (參考文獻)	1959. The Motivation to Work, New York : John Wiley & Sons.	zh_TW
dc.relation.reference (參考文獻)	Herzberg, F.	zh_TW
dc.relation.reference (參考文獻)	1966. Work and the Nature of Man. New York : World Publishing Co.	zh_TW
dc.relation.reference (參考文獻)	Hoppock, R.	zh_TW
dc.relation.reference (參考文獻)	1935. Job Satisfaction, New York : Harper & Row.	zh_TW
dc.relation.reference (參考文獻)	Kast, F. E. & J. E. Rosenzweig	zh_TW
dc.relation.reference (參考文獻)	1979. Organization and management : a systems and contingency approach. New York : McGraw-Hill, c1985.4th ed..	zh_TW
dc.relation.reference (參考文獻)	Locke, E. A.	zh_TW
dc.relation.reference (參考文獻)	1976 The Nature and Causes of Job Satisfaction, Handbook of Individual and Organizational Psychology, Chicago : Rand McNally College.	zh_TW
dc.relation.reference (參考文獻)	Mannheim, B., Baruch, Y., & Tal J.	zh_TW
dc.relation.reference (參考文獻)	1997 Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel, Human Relations, (50).	zh_TW
dc.relation.reference (參考文獻)	Maslow, A. H.	zh_TW
dc.relation.reference (參考文獻)	1970 Motivation and personality ( 2nd ed.), New York : Harper & Row Publishers.	zh_TW
dc.relation.reference (參考文獻)	Morrison, Kimberley A.	zh_TW
dc.relation.reference (參考文獻)	1997 How Franchise Job Satisfaction and Personality Affect Performance, Organizational Commitment, Franchisor Relations, and Intention to Remain, Lournal of Small Business Management, (35), pp.39-67.	zh_TW
dc.relation.reference (參考文獻)	McClelland, D. C.	zh_TW
dc.relation.reference (參考文獻)	1961 The Achieving Society, New York : Van Nostrand Reinhold.	zh_TW
dc.relation.reference (參考文獻)	Pettite J.D., & Goris, J.R., & Vaught B.C.	zh_TW
dc.relation.reference (參考文獻)	1997 An Examination of Organizational Communication as a Moderator of the Relationship Between Job Performance and Job Satisfaction, Journal of Business Communication,Vol.38, no.11, pp.81-98.	zh_TW
dc.relation.reference (參考文獻)	Porter,L.W.	zh_TW
dc.relation.reference (參考文獻)	1961 A Study of Perceived Need Satisfactions in Botom and Middle Management Jobs, Journal of Applied Psychology, 45, pp.1-10.	zh_TW
dc.relation.reference (參考文獻)	Porter, L.W., & Lawler, E.E	zh_TW
dc.relation.reference (參考文獻)	1971 Maragerial attitudes and perfermance, Homewood: Richard D, Irwin, Inc.	zh_TW
dc.relation.reference (參考文獻)	Robbins, S. P.	zh_TW
dc.relation.reference (參考文獻)	1996 Organizational behavior, Concept, controversies, and application (7th ed.), New Jersey: Prentice-Hall, Inc.	zh_TW
dc.relation.reference (參考文獻)	Scott, C., Cox, S., & Dinham, S.	zh_TW
dc.relation.reference (參考文獻)	1998 An English study of teacher satisfaction, motivation, and health. (ERIC Document Reproduction Service NO.ED419797).	zh_TW
dc.relation.reference (參考文獻)	Smith, P.C., Kendall, L.M., & Hulin, C.L.	zh_TW
dc.relation.reference (參考文獻)	1969 Measurement of satisfaction in work and retirement, Chicago: Rand McNally.	zh_TW
dc.relation.reference (參考文獻)	Szilagyi, A.D.,Jr. & Wallace, M.J., Jr.	zh_TW
dc.relation.reference (參考文獻)	1987 Origanizational Behavior And Performance, US:Scott, Foresmar And Company.	zh_TW
dc.relation.reference (參考文獻)	Vroom, V. H.	zh_TW
dc.relation.reference (參考文獻)	1964 Work and motivation. New York: John Wiley & Sons, Inc.	zh_TW
dc.relation.reference (參考文獻)	Wernimont,P.F.	zh_TW
dc.relation.reference (參考文獻)	1972 A System View of Job Satisfaction, Journal of Applied Psychology, 56(2), pp.173-176.	zh_TW
dc.relation.reference (參考文獻)	Wexley, K.N., & Lawler, E.E.	zh_TW
dc.relation.reference (參考文獻)	1972 Measurement and Meaning of Job Satisfaction, Journal of Applied Psychology,(56)2, pp.275-283.	zh_TW

學術產出-Theses

Article View/Open

Publication Export

Google ScholarTM

政大圖書館

Citation Infomation

Google Scholar^TM