因社會各界及基層警察同仁迭有反映，地方警察業務繁重，人力嚴重不足，人員無法迅速補齊，影響業、勤務之推動。內政部爰於93年11月20日由蘇前部長嘉全召集研商會議，決議各階層警察相關遴補方式外，並指示專案增辦93年警察特考四等考試行政警察類科（以下簡稱該考試），以應燃眉之急。以回應社會民眾對改善社會治安殷切的期昐。 惟警察工作係屬全時且經常處於壓力的工作，與一般工作截然不同，工作經常深夜服勤，生活方式日夜顛倒，與家人共處時間短暫，在此種工作條件下，與當初報考時，對於工作的認知與當初報考動機是否相符，可能影響到日後對於工作之投入，工作滿足，進而影響到個人對於職場上的留職意願。然警察人員的良窳，對於民眾的生活息息相關，可以直接顯示民眾對於政府的信賴程度，影響謂之深遠，此次內政部以快速遴補方式，以補充現今警察人力缺口，在時間上，確實比起警專的受訓二年之時程縮短了許多，學歷上也有相對提升，惟真正的關鍵取決於渠等進入警察職場是否勝任，是否願意積極投入，執法品質是否提升，民眾對於治安環境感受度是否改善等。因此本研究除了錄取人員的基本人口因素，與工作滿足有無相關性外，並瞭解工作滿足與組織承諾之間的影響，並對於渠等進行深入訪談，進而得知進入警察職場後的表現是否符合期待，達到快速遴補政策之預期效果。 上開政策經本研究發現：除婚姻狀況、報考前工作經驗及參加本考試前是否參加坊間補習班等會影響到工作滿足外，其餘如性別、年齡、婚姻狀況、教育程度、畢業科系、家人有擔任警職者等皆不會影響工作滿足的評價。另除有婚姻狀況、工作經驗及家人有擔任警職者會影響到組織承諾外，其餘如性別、年齡、教育程度、畢業科系、參加本考試前是否有參加坊間補習等，皆不會影響組織承諾的評價。 以整體的觀點來探討「工作滿足」與「組織承諾」的關聯時，依結果顯示就93年警察特考人員而言，「工作滿足」與「組織承諾」達到高度的正相關。另經實地訪談，部分主管對於渠等的工作表現較為負面，兩者認知差距確有落差，主管對於渠等的比較對象是以警專畢業生為參考值，其主要問題在於這些人員從錄取後短暫的10個月訓練，就派到最基層勤務最繁的派出所工作，不管心態或業務熟悉度都產生了極大的挑戰。在這陌生的環境中，錄取人員如果沒有信任度高的警察先進指導或協助的話，那離職可能是唯一的選擇。 / Continuously reflected through all communities and basic-level policemen, the police force in local governments encounters heavy workloads, manpower shortages and recruiting problems, which will affect police duties. Therefore, on November 20, 2004, the former Minister of the Interior Su Chia-chan convened a meeting to resolve to new methods when recruiting law enforcement and to develop a new category “administrative police” in the Civil Service Special Police Examination (Grade 4) during the same year, in order to respond to the public expectations to improve public security. Unlike a regular job, police work is a 24-hour and very demanding job. All-night duties, irregular working schedules and the lack of a family life are common occurrences. These kinds of work conditions may not correspond with the original perception of a career in the police force. All of the above have an affect on the devotion, job satisfaction and motivation of police officers to stay on. However, the quality of the police force is closely related to the daily life of citizens and the trust towards the government. This fast-acting recruiting method decided by the Ministry of the Interior was indeed more time-efficient than a formal training at the police academy. Meanwhile, the education background of recruits is also enhanced. Nevertheless, the key of success is determined by whether these recruits have the abilities to accomplish their duties as well as the willingness of devotion, and by the public perception of improved security. This study not only researches the correlation between the background of recruits and job satisfaction, but also investigates the influences between the job satisfaction and organizational commitment. In order to understand whether the performance matches the original expectation, interviews were conducted in this study. This study noticed that marriage condition, former work experiences, and cram school attendance prior to the exam affect the job satisfaction; on the other hand, gender, age, education, school major and being a member in a police family do not. Furthermore, marriage condition, former work experiences and being a member in a police family have an affect on the organizational commitment; however, gender, age, education, school major and cram school attendance do not. To discover the correlation between “job satisfaction” and “organizational commitment” with an overall point of view, “job satisfaction” and “organizational commitment” showed a high positive correlation in the study of people who succeed at the 2004 Civil Service Special Police Examination. During the spot interviews, some superintendents gave more negative evaluations to those who passed the exam than the ones who graduated from the police academy. The primary problem is that after only 10-month training graduates were designated to work at police substations which normally are the busiest. They were exposed to tremendous challenges in both mentality as well as work. Without guidance or assistance from experienced colleagues, these people may regard resignation as the only option in the unfamiliar working environment.

近年來，經濟犯罪問題日益嚴重，其中，詐欺案件發生頻仍，諸如刮刮樂、手機中獎、退稅等詐欺集團作案範圍涵蓋全臺，受害民眾遍及各階層，個人財物損失甚至高達數千萬元以上，此類犯罪已嚴重危害社會經濟秩序及治安，並引起社會大眾及立法、行政部門高度重視與關切。 詐欺犯罪是透過對受害社會民眾或客戶的不便，產生機會成本、非必要的過高價格，而由詐欺犯罪活動中，取得不法利得。並且將此成本，轉嫁社會大眾身上。根據「臺閩刑案統計」80年（1991）詐欺案件發生725件，惟至91年（2002）詐欺案件發生高達23628件，至於破獲率則由80年94.07%下降至91年11.52%。由於詐欺犯罪集團結合高科技，助長發生，擴大社會民眾的傷害與層面，導致民眾惶惶不安。就臺灣地區整體犯罪情勢言，詐欺犯罪問題非止於臺北市一偶，且因獲利高、風險低、刑度輕、及受害層面廣等特性，已改變近十年台灣地區犯罪型態，目前其發生數僅次於竊盜犯罪，為嚴重危害當前社會安全之犯罪，此一犯罪問題，誠值深入研究。 探究當前詐欺犯罪猖獗成因固屬多元，惟刑警人員職司犯罪偵防責任，卻責無旁貸。因此，本研究係以刑警人員角度切入，復因如何提升破獲率及降低發生，學說上嚇阻理論、激勵理論、破窗理論及詐欺管理生命週期理論頗值借鏡與探討；因遏阻乃藉由提升破獲能力達成遏制犯罪發生；至激勵則係藉由警察機關內部之領導、鼓勵及工作環境改善等面向，提升員警偵辦詐欺犯罪案件之意願，有效嚇阻犯罪衍生；而破窗理論乃藉由處處關懷、不以小惡而縱容，俾遏阻犯罪之蔓延與惡化；另詐欺管理生命週期理論，則屬系統化分析詐欺犯罪防制策略之理論。上開四種學說理論，對防制詐欺犯罪均有相當正面作用，故於本研究中加以研析討論，另彙製問卷運用描述性統計、因素分析等，藉以瞭解、分析基本變項、偵辦各類刑案成就感、困難度、對工作環境滿意度以及對詐欺犯罪成因之相關認知與差異，俾供政府機關或警政單位從事規劃偵防詐欺犯罪時之參考。