| Summary: | 因社會各界及基層警察同仁迭有反映，地方警察業務繁重，人力嚴重不足，人員無法迅速補齊，影響業、勤務之推動。內政部爰於93年11月20日由蘇前部長嘉全召集研商會議，決議各階層警察相關遴補方式外，並指示專案增辦93年警察特考四等考試行政警察類科（以下簡稱該考試），以應燃眉之急。以回應社會民眾對改善社會治安殷切的期昐。
惟警察工作係屬全時且經常處於壓力的工作，與一般工作截然不同，工作經常深夜服勤，生活方式日夜顛倒，與家人共處時間短暫，在此種工作條件下，與當初報考時，對於工作的認知與當初報考動機是否相符，可能影響到日後對於工作之投入，工作滿足，進而影響到個人對於職場上的留職意願。然警察人員的良窳，對於民眾的生活息息相關，可以直接顯示民眾對於政府的信賴程度，影響謂之深遠，此次內政部以快速遴補方式，以補充現今警察人力缺口，在時間上，確實比起警專的受訓二年之時程縮短了許多，學歷上也有相對提升，惟真正的關鍵取決於渠等進入警察職場是否勝任，是否願意積極投入，執法品質是否提升，民眾對於治安環境感受度是否改善等。因此本研究除了錄取人員的基本人口因素，與工作滿足有無相關性外，並瞭解工作滿足與組織承諾之間的影響，並對於渠等進行深入訪談，進而得知進入警察職場後的表現是否符合期待，達到快速遴補政策之預期效果。
上開政策經本研究發現：除婚姻狀況、報考前工作經驗及參加本考試前是否參加坊間補習班等會影響到工作滿足外，其餘如性別、年齡、婚姻狀況、教育程度、畢業科系、家人有擔任警職者等皆不會影響工作滿足的評價。另除有婚姻狀況、工作經驗及家人有擔任警職者會影響到組織承諾外，其餘如性別、年齡、教育程度、畢業科系、參加本考試前是否有參加坊間補習等，皆不會影響組織承諾的評價。
以整體的觀點來探討「工作滿足」與「組織承諾」的關聯時，依結果顯示就93年警察特考人員而言，「工作滿足」與「組織承諾」達到高度的正相關。另經實地訪談，部分主管對於渠等的工作表現較為負面，兩者認知差距確有落差，主管對於渠等的比較對象是以警專畢業生為參考值，其主要問題在於這些人員從錄取後短暫的10個月訓練，就派到最基層勤務最繁的派出所工作，不管心態或業務熟悉度都產生了極大的挑戰。在這陌生的環境中，錄取人員如果沒有信任度高的警察先進指導或協助的話，那離職可能是唯一的選擇。
=== Continuously reflected through all communities and basic-level policemen, the police force in local governments encounters heavy workloads, manpower shortages and recruiting problems, which will affect police duties. Therefore, on November 20, 2004, the former Minister of the Interior Su Chia-chan convened a meeting to resolve to new methods when recruiting law enforcement and to develop a new category “administrative police” in the Civil Service Special Police Examination (Grade 4) during the same year, in order to respond to the public expectations to improve public security.
Unlike a regular job, police work is a 24-hour and very demanding job. All-night duties, irregular working schedules and the lack of a family life are common occurrences. These kinds of work conditions may not correspond with the original perception of a career in the police force. All of the above have an affect on the devotion, job satisfaction and motivation of police officers to stay on. However, the quality of the police force is closely related to the daily life of citizens and the trust towards the government. This fast-acting recruiting method decided by the Ministry of the Interior was indeed more time-efficient than a formal training at the police academy. Meanwhile, the education background of recruits is also enhanced. Nevertheless, the key of success is determined by whether these recruits have the abilities to accomplish their duties as well as the willingness of devotion, and by the public perception of improved security. This study not only researches the correlation between the background of recruits and job satisfaction, but also investigates the influences between the job satisfaction and organizational commitment. In order to understand whether the performance matches the original expectation, interviews were conducted in this study.
This study noticed that marriage condition, former work experiences, and cram school attendance prior to the exam affect the job satisfaction; on the other hand, gender, age, education, school major and being a member in a police family do not. Furthermore, marriage condition, former work experiences and being a member in a police family have an affect on the organizational commitment; however, gender, age, education, school major and cram school attendance do not.
To discover the correlation between “job satisfaction” and “organizational commitment” with an overall point of view, “job satisfaction” and “organizational commitment” showed a high positive correlation in the study of people who succeed at the 2004 Civil Service Special Police Examination. During the spot interviews, some superintendents gave more negative evaluations to those who passed the exam than the ones who graduated from the police academy. The primary problem is that after only 10-month training graduates were designated to work at police substations which normally are the busiest. They were exposed to tremendous challenges in both mentality as well as work. Without guidance or assistance from experienced colleagues, these people may regard resignation as the only option in the unfamiliar working environment.
|
|---|
