| Summary: | 碩士 === 中央警察大學 === 行政管理研究所 === 103 === After the Global Financial Crisis, the terms of “painful” and “fatigued” have become the best description of employees. Those who are overworked not only lose their passion for work and deteriorate organizational job performance, but also negatively influence their life quality and the feeling of happiness. The concept of “Quality of Working Life”(QWL) seems to have become one of the best solutions to both understanding the needs and finding the consensus between employees and organizations. Through bringing “humanity” to organizations, we hope it can satisfy employees’ every need, help employees to agree with organizations on values, goals, and visions, which in turn creates a sense of belonging and solidarity, and thus employees are willing to work harder, increasing organizational job performance. Moreover, we also look forward to creating a win-win situation that employees can find a balance between “job” and “life.”
For the police system in Taiwan, “the police personnel officers” are those who help and support the police officers. They are just like the baby-sister for the police personnel and are also the most strong and tender back-up for them. Professional assistances from the police personnel officers are needed for the police officers to apply for various financial aids such as birth allowances, maternity leave, pension, sick leave or wound leave, funeral and burial financial aids , and pension fund so on. Therefore, this study argues that it’s required to have better understanding of work and life quality of police personnel officers then knowing how to improve them.
This study adopts quantitatively empirical research along with questionnaires and SPSS for Windows19.0 to analyze the data with the employment of descriptive statistics, T test, one-way analysis of variance, and the Pearson product-moment correlation coefficient to explore the current situation for the police personnel officers’ life quality, organizational commitment , and job performance and to compare the background differentiation between individuals. Also, this study explores the correlation and predictability between QWL, organizational commitment, and job performance of the police personnel officers and interprets if there is an intermediary between organizational commitment of the police personnel officers and QWL and job performance.. There are 629 questionnaires were distributed to the police personnel officers in Taiwan with 480 valid questionnaires and the feedback rate of 76.31%. It is concluded as follows:
I.There was a middle-high association among QWL, organizational commitment, and job performance for the current situation of the police personnel officers.
II.There was a partially significant difference among the quality of working life, organizational commitment, and job performance according to the police personnel officers’ individual characteristics.
III.The police personnel officers’ quality of working life can significantly predict the police personnel officers’ organizational commitment.
IV.The police personnel officers’ organizational commitment can significantly predict the police personnel officers’ job performance.
V.The police personnel officers’ quality of working life can significantly predict the police personnel officers’ job performance.
VI.Organizational commitment has partial mediation effect on the relationship between the QWL and job performance of the police personnel officers.
This study suggests how to improve the job performance of the police personnel units based on the conclusion above:
I.Establish reasonable and fair reward system and performance appraisal system for improving QWL.
II.Raise the percentage of police officers in police personnel units and improve promotion system as well as organizational commitment.
III.Hold the forum between the police personnel officers and their directors in order to strengthen the cohesion of organizations and improve the organizational commitment.
IV.Establish the platform of police personnel to improve job performance.
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