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    Title: 激勵管理運用於我國專業警察人員陞遷之研究
    Authors: 薛錦孟
    Hsueh, Ching Mang
    Contributors: 孫本初
    薛錦孟
    Hsueh, Ching Mang
    Keywords: 激勵管理
    陞遷
    Date: 2006
    Issue Date: 2009-09-14 12:27:38 (UTC+8)
    Abstract: 本研究旨在探討專業警察人員個人基本屬性對激勵管理知覺之差異情形、對陞遷影響程度上之差異情形,及專業警察機關激勵管理與陞遷影響之關係。期能依據研究結果提出建議,提供警政機關做為激勵員警士氣及改善警察陞遷制度之參考。
    本研究係採用問卷調查法,以保安警察第六總隊所屬員警為研究母群體,採分層比例隨機抽樣法,計抽取15個單位,以50%之比例為抽樣基準,總計抽取626份樣本進行施測,取得回收有效問卷472份。研究問卷內容包含員警個人基本資料、激勵管理構面量表及陞遷影響構面量表。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檢定、單因子變異數分析、Person積差相關係數分析法及迴歸分析法等統計分析方法進行資料處理。
    本研究實證研究結果如下:
    一、就「激勵管理」各構面平均數比率的得分情形而言,以「薪資、獎金」得分最高(82.24%),其次依序為「訓練進修」(78.29%),「行政獎勵」(72.24%),「稱讚與肯定」(69.05%),「職務歷練」(66.95%),「參與管理」(62.69%),而得分最低的則為「考績」(53.77%)。
    二、就「陞遷影響」各構面平均數比率的得分情形而言,以「陞遷期望」得分最高(67.45%),其次為「陞遷公平性」(67.39%),而得分最低的則為「陞遷滿意度」(63.18%)。
    三、除性別外,年齡、婚姻狀況、服務年資、教育程度、工作性質、陞遷序列、職務等不同個人基本屬性皆對激勵管理之各構面的評價具差異性。
    四、僅婚姻狀況、工作性質及陞遷序列等不同個人基本屬性對陞遷影響之各構面的評價具差異性;其餘均無顯著差異。


    五、激勵管理之各構面與陞遷影響變項的相關性強度順序:
    參與管理>稱讚與肯定>考績>行政獎勵>職務歷練>薪資、獎金>訓練進修
    六、激勵管理之各構面對陞遷影響變項的解釋程度由高而低依次為:稱讚與肯定、參與管理、行政獎勵、考績、訓練進修、薪資(含獎金)
    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..
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    Description: 碩士
    國立政治大學
    行政管理碩士學程
    91921071
    95
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0091921071
    Data Type: thesis
    Appears in Collections:[行政管理碩士學程(MEPA)] 學位論文

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