| Summary: | 碩士 === 義守大學 === 企業管理學系 === 107 === In the past few years, rank-and-file police men have faced a shortage of manpower. From the 100 years of the Republic of China, a large number of fourth-class police special examinations have been recruited. Until this year, the police stations were gradually replenished, but a large number of special recruits were recruited. After entering the police workplace, there is always a high turnover rate. The police work is no more than normal work, with high working hours, unfixed duty hours, and high-risk situations when performing duties. These must be actually experienced before real experience of what is real police work; even worse, police work is varied. The challenges and problems faced in each service are not the same. The common sense and knowledge required are more than other tasks. Many people have entered the police work and are self-supporting because of the legendary high salary, but they come in. Only then did I know that this salary was hard to come by.
Therefore, while recruiting the grassroots police manpower, although the amount of grassroots manpower has been substantially supplemented at the beginning of this year (2019), whether it can be improved in terms of quality; the quality requirements are nothing but organizational identity and The improvement of work competency is based on the basic research of grassroots police personnel. The quantitative research method of questionnaire survey is adopted, and the answering website is sent to the grassroots police who are familiar to the researchers by snowballing, and then expanded to the same service. The grassroots police of the unit collected a total of 322 valid.
The research results show that from the analysis of the situation of team identification, normative identification, peer relationship and professional cognition, duty ability, duty attitude, etc., work experience has a negative impact on organizational identity, work experience and organizational identity are all work competencies. With positive impacts, it is recommended to the police manpower selection unit and the police unit. It is expected that the recruitment of grassroots manpower in the future will be slightly adjusted to eliminate discrepancies or cognitive differences in police work as early as possible. People, reduce the turnover rate, while saving training funds.
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