政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/31847

政大典藏 > College of Social Science > Master for Eminent Public Administrators > Theses > Item 140.119/31847

Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/31847

Title:	台北市基層員警工作壓力與組織承諾之研究
Authors:	許仁宗
Contributors:	孫本初葉毓蘭許仁宗
Keywords:	工作壓力組織承諾 job stress organizational commitment
Date:	2004
Issue Date:	2009-09-14 12:23:37 (UTC+8)
Abstract:	本研究旨在探討基層員警個人基本屬性對工作壓力知覺之差異情形、對組織承諾程度上之差異情形，及基層員警工作壓力與組織承諾之關係。期能依據研究結果提出建議，提供警政機關做為改善警察工作壓力之參考。本研究係採用問卷調查法，以台北市政府警察局基層員警為研究母群體，採分層比例隨機抽樣法，計抽取20個單位，以10％至15％之比例為抽樣基準(為了增加女性員警之樣本，針對女子警察隊提高其抽樣人數)，總計抽取750份樣本進行施測，取得回收有效問卷612份。研究問卷內容包含員警個人基本資料、警察工作壓力量表及組織承諾量表。問卷調查所得資料運用電腦統計套裝軟體SPSS for Windows 10.0版，以描述性統計分析、t考驗、單因子變異數分析、及Person積差相關係數等統計分析方法進行資料處理：本研究經實證分析，歸納結論如后：一、就「工作壓力」各構面平均數比率的得分情形而言，以「生涯發展」得分最高(87.26%)，其次依序為「家庭生活與工作」(84.22%)，「工作時間」(78.30%），「角色衝突」（77.63%），「工作負荷量」75.88%），「與上級長官關係」（68.60%），而得分最低的則為「同事間工作競爭」（65.34%）。二、就「組織承諾」各構面平均數比率的得分情形而言，以「努力承諾」得分最高(69.45%)，其次為「留職承諾」(62.73%)，而得分最低的則為「認同承諾」(58.93%)。三、基層員警對工作壓力知覺之差異情形，因性別、年齡、警察養成教育、工作性質、工作類別、服務年資、婚姻狀況與職稱的不同而有顯著差異。四、基層員警對組織承諾程度上之差異情形，因性別、年齡、警察養成教育、工作類別與職稱的不同而有顯著差異。五、基層員警工作壓力與組織承諾呈負相關。關鍵字：工作壓力、組織承諾 This study probes the differences resulted from police individual character towards job stress, organizational commitment, and the relations between job stress and organizational commitment of police. The author wishes to come up with a result that can help the police administration to lessen job stress of police. This study uses questionnaire survey research with Taipei Municipal Police as study population, and uses stratified random sampling method by sampling 20 police departments with 10 to 15 percents of the personnel from each sampled department as sample model (to increase the sample of policewomen, the percentage of women police division has been raised), and comes up with 750 samples for the questionnaire with 612 successful returned samples. The questionnaire includes personal status, quantifiable measurement for organizational commitment, police job stress measurement as contents. Acquired information is then processed with SPSS for Windows 10.0 for analysis of Descriptive Statistics Analysis, t-Test, One-Way ANOVA and Pearson Correlation Coefficien. After empirical analysis, we have come to the conclusion as below: 1.On the mean ratio of job stress facet, career development wins the highest points (87.26%) , with family life and work seconds to it (84.22%), followed by working hour (78.30%), role conflict (77.63%), job load (75.88%), relations with senior personnel, and peer competition (65.34%) comes at the lowest. 2.On the mean ratio of organizational commitment facet, effort commitment comes on top with 69.45%, followed by retention commitment (62.73%), and with value commitment comes at the lowest (58.93%). 3.The cognitive differences of police on job stress differ significantly according to gender, age, police education background, job description, job category, serving years, marital status and position. 4.The organizational commitment of police differ significantly according to gender, age, police education background, job category and position. 5.Job stress and organizational commitment of police show a negative relationship. KeywordÃ¯Â¼Âjob stressÃ¯Â¼Âorganizational commitment
Description:	碩士國立政治大學行政管理碩士學程 90921049 93
Source URI:	http://thesis.lib.nccu.edu.tw/record/#G0090921049
Data Type:	thesis
Appears in Collections:	[Master for Eminent Public Administrators] Theses

Files in This Item:

File	Size	Format
index.html	0Kb	HTML2	513	View/Open

社群 sharing

Loading...