The Study of Relations among Special Staffs of Equitable Perception to the Promotion System, Job Satisfaction, Job Involvement, and Performance

• Main Authors: Chien-Wen , Wang, 王建文
• Other Authors: Hsin-Fu, Huang
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/742d2j

碩士 === 銘傳大學 === 管理科學研究所在職專班 === 95 === Due to the high-profile natures of protectees such as the President and vice President, the performance of the secret service is so critical whom they safeguard have the immediate impact on the national security. In order to achieve protective mission, special agents relies on meticulous advance efforts and threat assessments to identify potential risks to protectees. Under this kind of circumstance, one of the key factors for special agent to successfully carry out the mission is the promption system such as a pay for performance plan. The purpose of the research is to survey whether various elements such as fairness in the distribution, process, and interaction of the pay for performance plan have the effect on the special agent’s work satisfaction and work involvement. According to criteria of fairness and consistency some suggestions are made to provide useful reference to administers. Special agents were recruited to participate in this research. Questionnaires were designed to have a further understanding of the special agent’s perception of the fairness on the pay for performance plans. Statistical programs, SPSS for Windows, T-test, and ANOVA were used to analyze the data and to investigate the correlation.In terms of the collected data, the findings of the study are summarized as followed: 1. Special agents in different classification bear different cognition of the fairness on the pay for performance plan. 2. Special agents in different classification reach significant relevance on job satisfaction. 3. Special agents in different classification reach significant relevance on job involvement. 4. Special agents’ cognition of the fairness on the pay for performance plan is highly related to their job satisfaction. 5. Special agents’ cognition on the fairness of the pay for performance plan is highly related to their job involvement. 6. Special agents’ job satisfaction and job involvement are highly related. 7. Special agents’ job satisfaction and job performance are highly related. 8. Special agents’ job involvement and job performance reach a highly relevance. 9. Special agents’ job satisfaction and job involvement have the moderate effect on the cognition of the fairness on the pay for performance plan and job performance. According to the research findings, the study makes the following suggestions: 1. Introduce new model of evaluation of the performance and promote the special agents’ cognition of the fairness on the pay for performance plan. 2. Enhance the special agent’s sense of honor and achievements so as to promote their job satisfaction. 3. Break the myth and culture the special agents’ skills in all kinds of fields. 4. “Pay for performance plan” should be adjusted to the trend of the modern times. 5. It is the special agents’ cognition of the fairness on the pay for performance plan that affects the special agents’ job involvement. 6. Spur the special agents’ sense of superiority so as to promote the higher job involvement. 7. Enforce the staff’s exterior stimulation and strengthen the agents’ interior inspiration. 8. Put the Right People in the Right Jobs. 9. Review the current system for pay for performance plan and offer constructive suggestions.