| Summary: | 碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 100 === Volunteer police personnel in our country exhibit a traditional organizational culture. Its role as a group is to maintain community stability and order, but with the rapid change in both task and external environment, volunteer police need radical innovation and improvements in pursuit of their diverse duties. How do the leaders break old management practices and use the mutual relationship of trust among the volunteer police officers is a source that affects organization personnel’s motivation. Police organizations should stand ready to assist the promotion and orient leadership behavior of volunteer police personnel towards building strong organizational culture and trust relations, while maintaining social security and humanizing the utilization of group personnel at the same time. As had indicated in previous empirical studies, organizational culture, trust relationships, and the impact of leadership behavior are related. In order to foster mutual trust relationship, volunteer police officers need is to break down communication barriers with each other, and understand the chain of command, and have a consensus with the volunteer police personnel. Thus, this study uses Taipei city’s Zhong Zheng area volunteer police brigade as the study subject to explore organizational culture, trust relations, and the relevance of leadership behavior. It also examines the trust that is produced by leadership behavior, the way to breaking down the burden of traditional organizational culture, and the effectiveness of public service quality. This study uses questionnaire surveys, issuing a total of 177 questionnaires, and 177 were returned, with a total of 177 valid questionnaires. The empirical results are summarized as follows:
1. Under the "bureaucratic" dimension, I found that volunteer police personnel oppose commanding officers, stressing the need for clear division of areas or responsibility, the need to follow clear procedures in service delivering, and formalizing rules and regulations to standardize police members.
2. In “trust of person in charge” dimension, there is greater difference, which shows the volunteer police officers do not believe in the abilities and upright behavior of the person in charge, and not trust the integrity and fairness of members when dealing with problems.
3. The volunteer police personnel score high in the "system type" and "compassionate type" dimensions. In contrast, they scored higher in the “compassionate type” style of leadership, showing that volunteer police personnel does not like using establishing clear organization organizational level and good working procedures and methods to define organization member relationships, behavior, and member interaction patterns. This cause unclear understanding of subordinate’s work role relationship, and rejects using work task-oriented and mission-oriented method of leadership behavior to require subordinates to comply with the organization's norms in carrying out missions.
4. The recommendations proposed by this study are as follows:
(1) Superiors need to avoid the person in charge’s view, and focus on the subordinate’s interpersonal behavior.
(2) Superiors need to avoid the person in charge’s behavior, and increase trust in the work abilities of the members.
(3) Superiors need to avoid the behavior of defining organization member behavior patterns, and strengthen two-way communication methods.
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