Research about the employment of motivation management on the promotion of professional police:special police sixth headquarters as research object

• Main Authors: Hsueh, Ching Mang, 薛錦孟
• Other Authors: 孫本初
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/52572008513130213325

碩士 === 國立政治大學 === 行政管理碩士學程 === 95 === The purpose of this research is to delve into the differences of professional police officers’ basic attritions against incentive management sensation, and against impact levels of promotion, and the relationship between the professional police institutes’ incentive management and the impact of promotion. According to the research’s result , we hope to provide the suggestion to police institutions for reference on inspiring police officers’ morale and improving the promotion regulations. Survey questionnaires were sent to the police officers of the sixth peace preservation headquarter as the research population, samples of 15 units are selected by stratified random sampling method. 50 percent of the personnel from each sampled unit form the sample space. Of the 626 questionnaires sent out, 472 valid questionnaires were returned. The questions in the questionnaire include the police officers’ personal information 、incentive management Dimension Scale and promotional impact Dimension Scale. Obtained data are then processed with SPSS for Windows 10.0. The performed processes include the analysis of Descriptive Statistics Analysis, the t-Test, the One-Way ANOVA and the Pearson Product Moment Correlation , Regression Analysis After the empirical analysis, we have come to the conclusions as below： 一、 From the rates of different dimensions on the incentive management, we find that 「salary、money reward 」is the highest（82.24%）,and the next in orders are「Training and Development 」（78.29%）「encouragement merits of administration」（72.24%）,「praise and confirm」（69.05%）,「work experience」（66.95%）,「participation management」（62.69%）,and the lowest is 「Performance Appraisal」（53.77%） 二、 From the rates of different dimensions on the promotional impact , we find that 「the expectation of being promoted 」is the highest（67.45%）,and the next in orders are「the justice of promotion 」（67.39%）, and the lowest is 「the satisfaction of promotion」（63.18%） 三、 Except the gender, police officers of different personal basic attritions, including age, marital status, seniority, educational background, the area of work, the priority of promotion, position, show significant differences in the value of different dimensions on incentive management. 四、 Police officers of different personal basic attritions, including marital status, the area of work, the priority of promotion, show significant differences in the value of different dimensions on promotional impact. The others have no significant differences. 五、 The strength of the association between various aspects of the incentive management polices and the promotional impact was (in descending order): participation management > praise and confirm > Performance Appraisal > encouragement merits of administration > work experience> salary、money reward. 六、 In descending order, the significance of the various aspects of incentive management in the promotional impact was: praise and confirm, participation management, encouragement merits of administration, Performance Appraisal , Training and Development , salary、money reward..