警察教育的良窳，關係著社會治安的成效。好的警察教育帶給國家的是優質的警力。人民生命財產安全，必須仰賴警察的守護。因此，注重警察教育的發展，是達成整體國家建設的必要手段之一。在即將邁入二十一世紀的今天，各種不可預測的情境，不斷的衝擊每一個國家的發展和脈動，尤其是彼此之間競爭如此激烈的情況下。為了要保有能繼續馳騁於世界的舞台上，各國政府無不卯足全力，進行各項的改造工程，期能不斷的超越自我、凌駕他國，而不為時代洪流所淹沒。 本篇論文，即在此前提下，針對未來警察教育的發展前景，作一建議和說明。除了介紹德日英美等國的警察教育及對我國的影響外，主要的是透過「警察大學與警察專科學校兩校是否合併」此議題，來探討其可能性。目的是希望不論將來合併或維持現狀，注意各種必須留意的原則。以使未來的警察教育，所培養的警政工作者，不因潮流的演變而跟不上腳步。「警察多一份教育，治安就多一份成效，人民就多一份保障」。

警察貪腐問題一再重演，在警察機關內部強力整飭風紀作為下，理論上警察貪腐應該被有效的防治，然而貪腐行為似乎未曾終止過。因此警察貪腐不僅要在於組織內找出問題，應該朝組織外其他面向探求造成貪腐原因，才能真正找出影響警察貪腐之因素。 本研究採「文獻分析法」及「個案研究法」及「專家深度訪談法」，針對過去五年臺北縣警察43件員警涉及貪污案件資料，進行統計分析，建立警察貪腐問題的輪廓，另從相關文獻理論作內容分析，有效推論，探討警察貪腐行為，並藉由專家深度訪談實施瞭解警察貪腐原因，比較本研究其差異性，適時修正研究結果，藉此瞭解過去為人們所關心的警察貪污案件的議題、問題焦點，期盼能就此研究結果，檢視現有防制警察人員貪污問題的現況，提出具體改善建議。 研究發現警察貪腐原因不外有：個人因素，如個人理財不當。參與賭博積欠賭債，揮霍無度負債扣薪。組織氣候（團體行為），如應酬送禮。績效政策，為求績效，不惜與不法業者掛勾。濫用權力，利用職務權力接受賄賂或主動索賄等因素。針對以上原因找出解決方案包括：加強淘汰機制，斷絕送禮文化，檢討刑事政策，權力控管等。 不論是「外在環境系統」、「內在環境系統」或「個人環境系統」等因素造成警察貪腐的原因。事實上，國家既賦予警察執行公權力，要難不被員警伺機非法濫用。因此「權力控管」是防治警察貪腐最有效的方法，企業名人郭臺銘：「魔鬼藏在細節裡」，強調問題出在每一環節控管機制，道理亦即在此。 至於權力控管仍有賴「執行力」的實施，這也是多數民眾仍然認為警察不清廉的主因之一。因此，未來，警政單位宜建立有效管考機制，避免警察在執法過程中權力被濫用，或假借職權以圖私利，方能建立執法公信力，提升警察優質形象。 / The issue of police corruption has once and again occurred, and police corruption should, theoretically, be deterred effectively under the strong and powerful disciplining actions by the police authority internally. Nonetheless, acts of corruption seem to have never been stopped, and therefore, it is not only to discover internal problem for police corruption but also probe for causes of police corruption from others aspect and external of the organization before the factors of police corruption that affect it can be located and spotted. This study has employed “literature analysis,” “case study,” and “expert in-depth interview,” and its has focused on information regarding 43 policemen who are involved with bribery cases in the last 5 years in Taipei County to carry out statistic analysis. It will work to establish the profile on police corruption problem, and then conduct content analysis from related literature theory so as to effective induce the behavior of police corruption. On the other hand, expert in-depth interview is employed to appreciate the cause of police corruption and correlate against their difference with that in this study so as to modify its research results timely. As such, it is able to understand the issue of police corruption cases and focus of problem raised with concern, and it is anticipated that the study results can help inspect and prevent the current status of corruption by police so as to put forth substantive suggestions. It is found from the study that reasons of police corruption can be included as: personal reason, such as poor management of personal wealth; participation of gamble and ending up gambling loan, and unscrupulous spending ending up in debts and salary deduction; organizational atmosphere (group behavior), such as gift-sending for socializing; performance policy, police are willing to connect themselves with triad society in order to fight for better performance record; abuse of power, use authority of their office to accept bribe or actively request for bribery. In view of the above-mentioned reasons, resolutions are then generated, including strengthening elimination mechanism, extermination of gift-sending culture, review of criminal policy, and power control and so forth. No matter if it is “external environment system,” “internal environment system” and “personal environment system” and other factors of causes lead to police corruption; in fact, since the state has endowed authority to police to enforce public authority, it is hard that police won’t abuse it as they await for an opportunity. Therefore, “power control” is the most effective measure for the prevention against police corruption, and it is noted by Kao Tai-Ming, an enterprise celebrity,” that “devil is found hidden within the detail.” It has well stressed that the hub of problem lies with every link of mechanism for control. As for power control, it should rely on with the implementation of “power of enforcement,” and it is considered as one of the primary cause most people believe police are not honest and clean. In such a way, the police administration should suitably establish effective mechanism of control and evaluation so as to avoid police power is being abused during the process of law enforcement, or exploit for personal benefit with their office so that public trust for law enforcement can be built up and favorable police image enhanced.

因應二十一世紀「全球化」時代的來臨，無論私人企業或公務部門 ，無不以提高效能為首要之追求目標，藉以強化競爭力，其中最主要因 素在於人力資源，惟有人力資源不斷地被開發，工作知識傳承式累積以及組織能耐持續釋放，是任何成長型組織創造競爭優勢的基礎，管理大師Peter Drucker（2000）曾提出，未來的組織不是運用勞工而是知識工作者，所謂知識工作者，就是懂得如何運用知識從事生產的人（吳秉恩；2005）。 面對知識革命的浪潮，警察工作配合時代潮流演變，瞬息萬變，「在職訓練」（on-the-job training）是唯一立於不敗之地、不為潮流所淘汰的主要途徑之一，早期曾有位警政署署長曾喊出：「訓練是員警最大的福利」口號，突顯教育訓練之重要性，近期內政部更進一步、有效落實員警在職訓練之意涵，特於2003年4月定頒＜警察常年訓練辦法＞乙種，將警察之常年訓練之實施方式、種類，行諸於具體文字，展現高層決策者對於警察教育工作之重視。 研究教育訓練之相關理論者眾多，學者Goldstein（1986）指出訓練的基本架構大致包括：需求評估（Needs Assessment）、訓練與發展（Development）、評估（Evaluation）及訓練目標等四部分，國內學者吳秉恩（2002）以策略性人力培訓之觀點認為，進一步闡述實施員工培訓之合理程序：一、確定培訓需求，首要任務。二、決定培訓目標，計畫基礎。三、選擇培訓計畫，依序執行。四、執行培訓計畫，軟硬兼施。五、評估成效回饋，檢討改進。等具體之程序，本研究內容係藉由我國專業警察機關間，因其警察角色與一般行政警察之扮演不同，且各機關間屬性不一，其對於「專業訓練」重視之情形，對應於我國家公園警察專業訓練，作一全面性探討。 本文藉作者本身在國家公園警察大隊服務，且兼辦常年教育訓練業務多年之經驗實證分析，並探討國內外有關文獻，實際訪談有關人員，秉持「他山之石可攻錯」之精神，從多方面對於現況作研討，得到以下結論： 一、發現： （一）、目前專業警察的常年訓練存在的問題。 1.現有專業訓練設備不足。 2.專業訓練課程缺乏完整規劃。 （二）、國家公園警察常年訓練面臨的問題。 1.訓練設備不足。 2.專業職能學、術科學者、專家人才庫未建立，師資遴聘造成困難。 3.專業性的教育訓練器材缺乏。 4.訓練課程設計與規劃過於僵化。 5.部分專業課程缺乏書面輔助教材。 6.澄清部分受訪者易混淆的觀念。 二、建議： （一）、短期 1.積極籌劃專業人才庫及師資管道的建立。 2.常訓課程規劃應符合各隊特性。 3.妥加運用現有教學環境優勢。 4.建立完整專業訓練課程書面之教材。 5.鼓勵教官、助教的終身學習及在職進修。 （二）、中期 1.擬訂一套機制激發單位主管對訓練工作的重視及管考。 2.國家公園警察人力資源運用的調整。 3.訓練設備之增建。 4.民間資源運用及經驗交流。 （三）、長期 1.推動遠距或線上互動學習網絡。 2.成立國家公園警察刑事單位專責案件偵辦。 3.專業訓練設備的購置、增加訓練需求。 / With the forthcoming trend of the 21st century’s “globalization”, the private enterprises or the government departments try strenuously to raising the effectiveness as the pursuing goal so as to strengthening their competitive- ness. One of the main components is “human resources”. The foundations of any growing organization to create its superiority of competitiveness are to constantly developing “human resources”, to accu- mulatively inheriting work knowledge, and to continuously releasing the energy of this organization. Peter Drucker suggested in 2000 that the organizations of the future are not run by labors, but by knowledge workers. ( Wu, Bin-en, 2005) Facing the wave of knowledge revolution, police works have to do with the changing tides of the society. On-the-job training is one and the only way to cope with the elimination through competition. To focus on the importance of on-the-job training of the police, the Ministry of the Interior further issued a national “police on-the-job training measure” in April 2003 to make it more practicable. This on-the-job training measure fulfills the methods, the manners of training in specific words to show the respect of the police work among top management level. Among many researchers studied in the education and training fields, Goldstein (1986) pointed out that the essential structures of training included needs assessments, training and development, evaluation, and goals of training. Domestic researcher, Wu, Bin-en (2002), viewed with strategical aspects of human resources in cultivation and training, exerted that the ideal procedures of training employees would be: 1). To determine the need of training of employees as the priority. 2). To decide the goal of training as the foundation of training program. 3). To select training programs to execute orderly. 4). To execute training programs with the carrot or the club. 5). To evaluate and review training performances and feedbacks. Due to the different goals and roles between the specialized police agencies and administrative police agencies, this study overall studies the contents and the importance of the on-the-job trainings in specialized police agency—the National Park Police Corps. As a senior staff officer of the National Park Police Corps, and with several years of experiences in area of police on-the-job training, the author analyzed with experience and studied numerous documents in and abroad, personally interviewed relevant individuals. With the belief of “another’s suggestion can remedy one’s own defects”, the author tried in many aspects to discuss and came to the conclusions as follow: 1). To discover: A. the problems existed in the specialized police agencies: (a) inadequate facilities in specialized training, and (b) lack of complete plans in specialized training. B. the problems existed in the National Park Police Corps: (a) inadequate facilities in training. (b) short of specialized personnel both in academic and in martial circles, incomplete data bank of human resources. (c) lack of facilities in specialized training , especially those of ski, diving, ( mountain) climbing, upstream inspection, etc. (d) stiff training courses, lack of dedicate and complete planning or designing. (e) some specialized training programs are without written or printed documents, especially in martial art training. C. To clarify the confused concepts of the interviewed: Those who were interviewed tended to believe that insufficient training budgets and inadequate facilities in shooting ranges would affect training performances. They also tended to believe that, as sub-brigades of the National Park Police Corps scattered-situated, would affect learning performances. But, this study shows otherwise. 2). To suggest: A. to actively build up data bank of specialized personnel. B. to make a fitful training programs. C. to make good use superiorities of teaching environments. D. to collect some training documents and publish some reference books. E. to encourage instructors or assistant instructors to life- long learning or on-the-job studying. F. to set up a scheme to inspire the police chiefs to valuate and to pay attention to training programs. G. to adjust the human- resources of the National Park Police Corps. H. to increase the facilities in specialized training. I. to use of civil resources. J. to use distance learning or computer-assisted learning network. K. to add the section of criminal investigation. L. to increase the facilities and courses in specialized training.

探究在民主蓬勃發展與公民意識高漲的現在，警分局組織是否可依據新公共服務理論核心理念再造，提升服務公民的效果以及公民生活的品質? 探討警察四大任務: 維持公共秩序，保護社會安全，防止一切危害，促進人民福利與現有實務執行任務情形，是否可以依據新公共服務理論作調整或聚焦，增進人民福祉? 探討現有警民關係為何，是否可依新公共服務理論調整經營策略，創造雙贏?

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內政為國家政治的基石，而警政又為內政之重心。蓋以國家庶政政言，諸如法律的執行，社會秩序的維持，人民生命財產及安全的保障，悉賴警察善盡其職責。由斯可知，警察乃法律的執行者，社會秩序的維持者，人民安全的保障者，故警察者，以直接防止公共危害，維持社會安寧秩序，指導民眾生活，促進一般福利為目的，誠為國家政治的動力，人民的保姆，社會的公僕，其重要自不待言。 總理孫中山先生在其手訂之「建國大綱」中闡釋綦詳，指示辦理地方自治工作，應以警衛為先。今總統蔣公亦以「建國必先建警」訓示吾人，足證警政實乃今日庶政之母。 警政既為內政中最重要之一環，警政的優劣良窳，其決定因素甚多，舉凡組織、職權、經費、人員素質等；莫不與之密切有關，尤以基層領導人員—警察派出（分駐）所主管—素質之高低，其影響於警政，實至深且鉅。因此，警察機關基層領導人員之選拔，其適當與否，對於警察工作任務的完成，洵居於舉足輕重的地位。 筆者卒業中央警官學校，旋即派至基層單位，從事實際工作，歲月易逝，時逾七年。由於實際工作的體念與觀察，深覺基層工作人員任重而道遠，尤感基層領導人員為決定基層工作成敗的關鍵，因而置意研究基層領導人員之選拔問題。唯筆者自愧所學有限，乃銳意自修，幸獲機緣，得償深造宿願，獲益良多。第念學以致用，理論與實務相融，此一問題之研究，不獨有助於考驗所學，或許有裨於警政之革新及改良，因而毅然以「警察機關基層領導人員選拔之研究」為本文題目。蓋以警察握有強制命令之權力，其任務的執行，皆與人民的權利義務有關，若其觀念錯誤，作法偏差，將導致不良後果，小則使人民受損，令警察蒙羞，大則影響政府聲譽，造成誤會與隔閡。基層領導人員負有指揮監督所屬人員之責任，優秀的基層領導人員足以確保所屬人員正當合法地行使其職權，消除因錯誤觀念及偏差作法所產生的不當事件。此外，基層領導人員係為使所屬事得其理，人當其用，才適其所，踴躍將事，共赴事功的推行者，因之其除須據有法定之資格外，尚須具有領導管理之能力。所以，基層領導人員的知識、體能、品格、能力如何？實對基層單位的工作績效及行使效率，具有決定性的作用。 職是之故，基層領導人員之選拔，是否公正客觀合理，態度能否本選賢任能之人才主義行之，則其所選拔之人員是否才適其所，不特關係人員之工作情緒，且對於警察業務推展有重大障礙，因而影響國家政策的推行及人民福利的促進。本文即就基層領導人員選拔問題，從事於有系統之探索研究及觀察分析，共分六章分別論述其大要如次： 第一章為緒論，係概述警察之基本觀念，警察基層領導的內涵，以及基層領導人員之選拔，俾對警察及其基層領導人員的內涵與選拔情形，能獲概括的瞭解與認識，第二章討論基層領導人員應備之條件。對於此一問題，中外學者專家的卓見讜論甚多，引述若干藉明一斑，同時對目前本省警察機關基層領導人員職務分析（Job discrip tion）加於調查，以明何種條件始能勝任此項工作，進而列舉理想的基層領導人員所應具備之條件，以供選拔之借鏡與參考。第三章介紹選拔制度之種類，引用英、美、日、三國警察基層領導人員選拔之實例，並報導我國現行選拔之實況，以為對照比較，他山之石，則可攻錯，取人之長，捨已乙短，俾有助於我國現行選拔制度之改進，使選拔之功能益臻完美。因此並曾展開實地訪問調查，探求基層工作人員對領導人員選拔的反應意見，作為改進之張本。第四章闡釋選拔程序，首言選拔動機與需要，次論選拔方式與程序，後敘現行選拔機構組織及其職掌，同時對此一問題申論已見，並提出其缺點及改進意見，試擬一比較公正合理的選拔制度，以供有關方面參考。第五章專論恢宏選拔功能的輔助措施。良以選拔之標準，乃以學識、品德、能力及工作成績為準據，因之加強學校教育，推行在職訓練（Inservlce traning）計劃，改進現行考績制度，實為恢宏選拔功能不可或缺的輔助措施。其中對於現行考績制度實施情形，曾作一普遍之抽查，以為改進之根據。第六章結論，注意本問題之發展與趨勢，並提出幾點綜合意見。 本文之研究係兼採動態與靜態方法。靜態研究，係對中外著作及法令規章，加以觀察、分析、比較，並予以歸納。動態研究，則使用抽樣調查訪問方法，以具有代表性之單位為研究對象，並運用統計方法，尋求事實真象及問題癓結所在，其目的在於使理論與事實相印證，以免曲高和寡而流為空洞。本文得以完成，師長之指導及同仁匡助特多，於此謹申謝忱，以誌不忘。

摘要 本研究旨在探討基隆市警察志工推動志願服務各構面與績效評價之程度；其次，警察志工個人基本屬性對推動志願服務之各構面與績效評價之差異情形；再者，警察機關推動志願服務構面與績效間之相關性；最後，探究警察機關推動志願服務各構面對績效之預測力，期能依據研究結果提出建議，以供警察機關採行因應措施之參考。 本研究先採焦點團體（focus groups）研究法，並以自編之焦點討論大綱為研究工具，以立意取樣方式選取基隆市警察志工進行三場次之焦點訪談，蒐集訊息，進而研製完整的研究構面及問卷內容，再以自編之調查問卷為研究工具，並以基隆市警察志工為研究母群體，採普查方式進行施測，計發放問卷303份、回收有效樣本263份；研究問卷內容包含警察機關推動志願服務之構面量表、績效之構面量表及受訪者的基本資料，對於問卷調查所得資料，利用電腦套裝軟體SPSS for windows 10.0 版，以描述性統計分析、t 檢定（t—Test）、單因子變異數分析（One-Way ANOVA）、皮爾森積差相關係數（Pearson's Contingency Coefficient）及迴歸分析（Regression）等統計分析方法進行資料處理。 本研究經實證分析，所得結論如次： 一、警察志工對於警察機關推動志願服務之各構面的評價程度，就各構面之平均數比率得分情形而言，以「管理作為」得分最高（79.2%），其次依序為「教育訓練」（78.22%），「激勵作為」（77.89%），而得分最低的則為「推展作為」（53.28%）。 二、警察志工對於績效之各構面的評價程度，就警察機關推動志願服務績效各構面之平均數比率得分情形而言，其中以「服務品質」得分最高（82.26%），其次依序為「資源有效利用的程度」（79.84%）、「目標的達成度」（78.26%），而得分最低的則為「志工與警察機關的互動性」（68.77%）。 三、警察志工個人基本屬性對警察機關推動志願服務之各構面之差異情形，其中 因性別、婚姻狀況、以前是否參加過其他的服務團隊、是否同時參加數個志 願服務團隊、服務時間等的不同，對其評價有顯著差異存在。 四、警察志工個人基本屬性對績效之各構面之差異情形，其中因年齡、職業、宗教信仰、以前是否參加過其他的服務團隊、目前是否同時參加其他的志願服 務團隊、是否同時參加數個志願服務團隊、服務時間等的不同，對其評價有顯著差異存在。 五、警察機關推動志願服務之各構面與績效間相關性 (一)「警察機關推動志願服務之各構面」對「績效之構面」均已達顯著相關，其中除了「推展作為」呈負向的關聯外，其它三個構面均呈正相關。 (二)警察機關推動志願服務之各構面與績效的相關係數為0.601，顯示兩者有高度的正相關性。 (三)警察機關推動志願服務之各構面與績效相關性之強度順序為： 激勵作為＞教育訓練＞管理作為＞推展作為 六、警察機關推動志願服務之各構面對績效之預測力 對依變項「績效」的預測力則以教育訓練的預測力最佳；另管理作為亦具有解釋力；惟激勵作為之解釋力並不高；至於推展作為變項對警察志工服務的績效則不具有預測力。 / This study has four aims. First, to probe the consequence about the volunteers on all aspects of police administration promoted voluntary service and achievement aspect in Keelung City. Second, to study the cognitive differences on the volunteer’s demographic statistics about police administration promoting voluntary service. Third, the relationship between the aspects of service of police administration promoted voluntary service and achievement. Finally, to forecast the all aspects of police administration promoted voluntary service about performance, and hope to come up with a result that can provide the police administration as a guide about policy making. This study uses focus groups survey research for making questionnaire. Using questionnaire survey research with the volunteers of Keelung police administration as study population, and come up with 303 samples for the questionnaire with 263 successful returned samples. Acquired valid samples is then processed with SPSS for Windows 10.0 for Descriptive Statistics analysis, t-Test, One-Way ANOVA, Pearson’s Contingency Coefficient, Regression analysis.. After empirical analysis, this study comes to the conclusions as below: 1. On the mean ratio of police administration promoted voluntary service facet, management wins the highest points (79.2%) , with job training second to it (78.22%), followed by encouragement (77.89%), and promoting (53.28%) comes at the lowest. 2. On the mean ratio of achievement aspect of police administration promoted voluntary service facet, service quality wins the highest points (82.26%) , with effectiveness resource using second to it (79.84%), followed by goal achievement (78.26%), and the interaction between volunteers and police administration (68.77%) comes at the lowest. 3. On the cognitive differences on the volunteer’s demographic statistics about police administration promoting voluntary service, the reason of sex, marriage situation, whether participated in other voluntary service groups before or at the same time and service period shows different significantly. 4. On the cognitive differences on the volunteer’s demographic statistics about achievement aspect, the reason of age, job, religion, whether participated in other voluntary service groups before or at the same time and service period shows different significantly. 5. The relationships between all aspects of the police administration promoted voluntary service and achievement are as follows: A. All aspects that the police administration promoted voluntary service reveal positively on achievement besides promoting. B. All aspects that the police agency promoted voluntary service reveal positively on achievement. C. The strongest relationship between all aspects that the police administration promoted voluntary service and achievement aspect is encouragement, job training and management the next, and promoting is the weakest. 6. The predictability of all aspects that police administration promoted voluntary service on the achievement are as follows: Job training is the best independent variables for predicting achievement. The management independent variable comes to the next. The encouragement independent variable comes to the third. The promoting factor has no predicting power.

我國人事行政制度，自政府遷台後歷經三次革新，現行除官職併立制外，尚有官職分立制、資位職務分立制、職位分類制，及聘任派任制等類型，形成各別之特種人事制度。雖皆以「公務人員任用法」為依據與張本，但仍各有其特性，致其內涵不盡相同；復因諸此各種人事法規詳略不一，主管機關亦有不同，遂形成制度之多元化，及人事管理之困擾。 　　各類特種人事制度中，警察人員人事制度性質最為特殊。由於其係穿著制服、持用警械、行使公權力之文職公務人員；其任務為依法維持公共秩序、保護社會安全、防止一切危害、促進人民福利；工作較具機動性、危險性，值勤時間長，工作壓力亦大；而任務得否圓滿達成，又與民眾福祉密切相關，特須有良好品德、嚴明紀律、與完善之制度互相配合。欲求達此目的，人員之考選與任使，更是關鍵之所在；而考用制度之是否良善，復直接影響警察人員素質與士氣，而為警政工作成敗之重要關鍵。由於現行警察人員之考選與任用，係依「警察人員管理條例」以及特種考試警察人員考試規則等有關法令辦理，惟因實務運作之不盡圓滿，或法令之不合時宜與未盡周詳明確；或因執行之偏差，致時生扞格，不僅影響警察人員權益，亦使銓敘機關深感困擾，亟待從制度層面檢討謀求改進。 　　本論文即以我國警察人員考試、任用制度為深入研究探討並與其他各國之警察人事制度相互比較對照；復基於制度之整體性、平衡性及健全發展等考量，就研究所發現之問題配合最新法令修正情形予以分析說明，並研提改進建議，期使警察人事制度更臻健全完善，人事行政工作得以正常運作。

內政乃國家政治之基石，而警政更是內政的重心，基於警察機關有任務基層化之特性與職位結構關係，員警處於政府與民眾接觸的最基層，而刑事警察職司政府執行治安工作之第一線，從事犯罪偵查工作人員更肩負各地區治安良窳，其服務態度、工作績效攸關政府治安政策推行與落實的成敗。本研究嘗試藉由從影響刑事警察人員工作滿意因素之探討與分析出發，逐步建立起刑事警察人員工作滿意衡量之重點、變項、因素及整體衡量架構。透過此一架構的建立，作為衡量刑事警察人員工作滿意及績效之基礎，並針對工作滿意與績效進行問卷調查。 本研究主要目的有三：（一）探討影響刑事警察局人員工作滿意之內涵。（二）分析研究不同人口變項的刑事警察局人員在工作滿意、工作績效之差異及關聯性。（三）對現行警察機關績效評比制度運作缺失檢討。（四）提高刑事警察機關工作滿意度之建議。 本研究採用之研究方法為「問卷調查法」及「深度訪談法」。在量化研究方面，以刑事警察局所屬人員（含刑事警察局人員及未具警察官任用資格之一般行政及技術人員）二分之一進行問卷抽樣調查，計發放438份問卷，回收有效問卷391份，資料回收後透過平均數、標準差、因素分析、信度分析、獨立樣本t檢定及單因子變異數分析等方法進行資料分析。在質性研究方面，以刑事警察業務、犯罪偵查人員各2人、爆炸物處理、刑事鑑識及其他業務人員各1人，合計7人，進行深度訪談分析與比較。 本研究以「機關行為」、「個人行為」等二個因素來建構工作滿意，並探討刑事警察局人員整體工作滿意與績效之關聯性。由研究結果發現：（一）在工作滿意各面向與工作績效二變項間的相關係數均達顯著水準，表示各面向與工作績效間有顯著相關，且均為低、中等以上相關；另工作壓力相關係數值為負向外，其餘各面向相關係數值均是正向，亦即主管領導、薪資福利愈好、社會支持愈高、個人人格特質愈積極與工作壓力愈少者，則其工作績效也會愈高；（二）整體工作滿意情形與工作績效二變項間的相關係數達顯著水準，表示整體工作滿意情形與工作績效之間呈現中、高等相關，且因相關係數值是正向，所以整體工作滿意愈高，其工作績效也會愈高。 綜上，本論文依研究目的、文獻探討、問卷調查及深度訪談所得資料，以「機關行為」、「個人行為」等面向來建構工作滿意，並探討刑事警察局人員整體工作滿意與績效之關聯性，考量刑事警察組織沿革及目前體制之困境，提出具體可行之警察政策建議，以及提供後續研究者的參考。 / The internal affairs of a nation are cornerstone of its politics. In particular, the police administration is the central piece of the internal affairs. Due to the characteristic of the police organization that its tasks are community-oriented and the hierarchy within the organization, a policeman is playing the most fundamental role as the contact point between the government and the citizens. In contrast, the criminal police are at the front line as the government carries out its policy on the public security. Moreover, the safety of a local community strongly depends on the police force who is in charge of the crime investigation. Therefore, the service attitude of the criminal police and its efficiency at solving crimes would be the key factors in deciding whether the public security policy of a government can succeed or not. In this research, we start our study by analyzing the causes of affecting the job satisfaction of the criminal police. We then attempt to develop a rating system to determine the job satisfaction of criminal police. To achieve this, we introduce the key elements, the variables and the factors of such a rating system and its overall structure. By establishing such a structure, we lay down the foundation for criminal police to rate their job satisfaction and performance. The rating would be carried out in the form of the questionnaire survey. There are four major goals in our research. First, we would like to have a deeper understanding on the deciding factors of the job satisfaction level at the Criminal Police Bureau. Second, we analyze the difference and the correlation on the job satisfaction and performance among the staff at the Criminal Police Bureau, who have different population variables. Third, we examine flaws of the operation of the current rating system in police organizations. Lastly, we present our suggestions on how to raise the job satisfaction level at the criminal police organizations. The methodologies used in our research are “the questionnaire survey procedure” and “the interview-in-depth method”. In quantitative research, we randomly select half of the staff at the Criminal Police Bureau to answer our questionnaire. The staff being surveyed includes the administrative staff and the technicians who do not meet the requirements of being a police officer. Out of 438 questionnaires we handed out, 391 of them were collected. The data analysis was performed through various methods including the mean value, the standard deviation, the factor analysis, the reliability analysis, the Independent-Samples Test and One-Way ANOVA. For qualitative research, we interviewed 7 staff at various positions for in-depth analysis and comparison: 2 from criminal police administrative staff, 2 from crime investigation department, 1 from explosive special force, 1 from forensic science, and 1 from other administrative staff. Our study determines the job satisfaction based on two factors: “the institutional behavior” and “the individual behavior”. We also investigate the correlation between the overall job satisfaction and the job performance at the Criminal Police Bureau. We found: (1) the correlation coefficient between each perspective of the job satisfaction and the job performance reaches a noticeable level, indicating that there is a tie between each perspective of the job satisfaction and the job performance. The correlation is above the low to medium level. Other than the job stress, all perspectives are positively correlated to the job performance. That is, any of the following conditions would lead to better job performance: the better the senior management is, the better the compensation and the benefits are, the more the support from the society, the more self-motivated the person is, or the less the job stress is. (2) The correlation between the overall job satisfaction and the job performance reaches the pronounced level, as it is medium to high level. Since they are positively correlated, the higher the overall job satisfaction is, the higher the job performance is. In summary, the thesis is to develop a rating system of job satisfaction based on the goal of the research, the review of the past studies, the questionnaire survey and the in-depth interview, along with two different perspectives: “the institutional behavior” and “the individual behavior”. We also study the correlation between the overall job satisfaction and the job performance of the staff at the Criminal Police Bureau. Given the history of the organization and the difficulties encountered by the current system, we proposed the specific and feasible suggestions on the police policy, as well as providing the reference for the future studies. Key word: Criminal police, job satisfaction, job performance, criminal police organization

危機不是單一的獨立社會事件，危機管理的邏輯觀念也非單純的「危機發生--危機計畫--危機處理--危機結束」直線過程。相反的，在社會的現實面，危機管理的思考面向是非常多元、跨層面的。當社會危機事件發生後，管理者除了必須解決危機本身的問題外，還必須因應來自媒體、國會、民眾、壓力團體、監察或司法機關等對危機的關切，同時管理者還要兼顧機關首長個人理念、意志貫徹等因素，種種的壓力與要求均凸顯出危機所牽涉的複雜層面。 警察是維護社會治安極為重要的角色，但往往因為發生風紀案件，讓多數辛勤犧牲奉獻的同仁蒙羞，也嚴重傷害警察尊嚴，不論破獲再多的刑案或從事更多為民服務，都難以獲得民眾的諒解和信賴。 本研究發現風紀問題是嚴重的警政危機，層出不窮的警察違法犯紀事件，知法犯法的行為，不只是一再斲喪警察團體的形象與全體警察的尊嚴，更是破壞民眾對政府的公信力，而且影響深遠，此種「紀律危機」已屬第一級的危機，嚴重影響組織的生存發展，應列為最優先處理解決的危機問題。 本研究建議： 一、現階段應發揮現有風紀內控機制功能：建立危機管理專責組織，並掛牌運作，以增強危機管理形式上與實質上的功能；整合社會保防情報反應系統與勤務社區化策略，使危機監測外控機制更強化。 二、日後則應催生各級警察組織普設政風室，希冀由未具警察身分政風人員，本於更客觀超然立場，益收肅貪防弊功效。 三、未來則以全民拼治安的理念推動各級政府成立全民治安申訴調查委員會，使民眾因參與而產生警民同夥關係的歸屬感，降低緊張關係，形成互信，進一步創造出警民互動的良性循環，建立警察風紀危機的外控體制。