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題名:績效考核目的與職場偏差行為差異之研究-警察工作屬性之調節效果
作者:楊文友
作者(外文):Yang, Wen-Yeou
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
指導教授:謝安田
學位類別:博士
出版日期:2009
主題關鍵詞:警察績效考核工作屬性職場偏差行為policeperformance appraisaljob characteristicsworkplace deviance behavior
原始連結:連回原系統網址new window
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本研究之目的在於釐清警察人員績效考核目的(升遷、薪酬、獎懲)與偏差行為之關係為何?回顧有關績效考核目的與職場偏差行為文獻發現,績效考核目的與偏差行為之關係至今仍尚未有定論。因此,經由文獻探討與邏輯推論,本研究認為警察工作屬性可能為績效考核目的與職場偏差行為之干擾因素。本研究研究樣本共3414名,有效樣本3325名。資料分析以ANOVA進行假設驗證。研究發現如下,並提供實務界參考依據。
一、警察人員績效考核目的(升遷、薪酬、獎懲)對職場偏差行為有顯著性差異
二、警察工作屬性對績效考核目的為薪酬者對生產偏差有干擾效果,亦即警察人員之工作屬性:刑事警察、行政警察、交通警察、保安警察、專業警察與生產偏差行為,有顯著性差異,即刑事警察在生產偏差行為方面高於行政警察、交通警察、保安警察,但刑事警察與專業警察則無顯著性差異;行政警察、交通警察、保安警察、專業警察之間與生產偏差行為則無顯著性差異。
The purpose of this study is to clarify the relationship between the purpose of po-lice’s performance appraisal and workplace deviance behavior. According to literatures of purpose of performance appraisal and workplace deviance behavior, this study finds the impact of the purpose of police’s performance appraisal on workplace deviance behavior remains unclear. Thus, this study proposes job characteristics as moderator affecting the relationship between the purpose of police’s performance appraisal and workplace deviance behavior based on literatures and the logic reasoning. The data for this study were collected from 3414 samples. 3325 questionnaires are obtained resulting in return rate of 97.39%, and 89 questionnaires are unusable. To examine the hypothesis, this study employs a ANOVA method to analyze.
Finally, two findings are summarized as below:
1. The purpose of police’s performance appraisal and financial performance were significantly different.
2. The relationship among The purpose of police’s performance appraisal and financial performance is moderated by job characteristics.
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